...for employers to pay disabled employees below minimum wage and that it should be a minimum rate according to the price of living for the area in which they reside and or work. Recent reports have shown that disabled veterans and younger adults are working below minimum wage in government non-profit businesses. Some of them are even working for less than a dollar per hour. Goodwill, Sertoma Centre and sheltered workshops just to name a few. These businesses are regulated by the Fair Labor Standards Act of 1938, a law originally intended to encourage the hiring of veterans with disabilities. It allows companies — including some federal contractors — to pay, based on how productive a person with disabilities is compared to a nondisabled worker doing the same task (2014 NPR…). We as a team believe that this situation is unethical towards the disabled employees. They should be able to make just as much as a nondisabled employee and grow within the company in regards to their performance and physicality. Tavares-What seems to be the basis of the issue? The basis of the issue is that companies are taking advantage of disabled workers being that their veterans or just regular civilians trying to make an extra income to survive. We feel as though new laws need to be put in place to compensate the disabled workers from working for pennies on the dollar. These workers are being exploited via the federal law called the Special Wage Certificate Program, which permits nonprofits and companies...
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...As we approach the end of the second quarter of 2013, the labour market is awash with disputes. What are the factors that have led to these disputes? Also analyse the nature and types of these disputes. It must be borne in mind that the labour market does not exist in isolation as it is linked to other markets in the economy. Changes in economic variables such as interest rates, rent, cost of utilities and other inputs into production trigger a response from labour and the labour market. The labour market itself also influences the behaviour of other markets through wages. Wage levels in a labour market give an indication to the pulse of the heartbeat of an economy. Where wages are in tandem with economic fundamentals the labour market will be in equilibrium, however where there is disequilibrium disputes are rife. In the case of Zimbabwe, the assertion that as we approach the end of the second quarter of 2013 the labour market is awash with disputes seems to hold water since the economy is in disequilibrium. The nature and types of these disputes and their causative factors will be dealt with in the discussion below. To begin with a definition of some few terms will help in putting this discussion into perspective. “A dispute” means a dispute relating to any matter concerning employment which is governed by this Act (Labour Act, 2006:5). Another definition of a dispute is an argument or disagreement, especially an official one between for example, workers and employers...
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...influential role in the employment relationship for a long time. This raise questions about should intervene employment relationship or leave it entirely to employers and employees. State is all government organizations with the currently selected government, which are carrying out government policies (Nikola 2009, p. 41). In my option, the state is a necessary player within the employment relationship. This essay will illustrate why the state should take part in the employment relationship from four aspects. First is the state can protect employees by applying policies into the workplace. Second, the employers can receive benefit when the state making rules. Third, the state solves disputes between employers and employees as intercede. Finally, employers and employees can avoid potential dispute when state intervene. First of all, the state protects employees’ right by implement various policies into workplace. From the point of employer’s view, employer wants the company to running in maximum productivity and efficiency by offering as lower and simpler as possible to employee’s salary working condition. In contract, employees are willing to receive higher reward and better working condition according to their capacity. However, in most cases, employees do not receive equal treatment due to they have relative less bargaining power than employers within employment relations. Basic on this situation, Australian policymaker establish rules including the National Employment Standards...
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...Bonus Act - INDIAN BONUS ACT – 1965 Bonus - History The practice of paying bonus in India appears to have originated during First World War when certain textile mills granted 10% of wages as war bonus to their workers in 1917. In certain cases of industrial disputes demand for payment of bonus was also included. In 1950, the Full Bench of the Labour Appellate evolved a formula for determination of bonus. Introduction An Act to provide for the payment of bonus to persons employed in certain establishments on the basis of profits or on the basis of production or productivity and for matters connected therewith. It extends to the whole of India Every other establishment in which twenty or more persons are employed on any day during an accounting year. Bonus - Applicability (a) Every factory (as def. in Factories Act), & (b) Every other establishment in which 20 or more persons (less than 20 but 10 or more if appropriate Govt. notifies) are employed on any day subject to certain exemptions. (b) Bonus to be paid within eight months from the expiry of the accounting year. Establishments to include departments, undertakings and branches Where an establishment consists of different departments or undertakings or has branches, whether situated in the same place or in different places, all such departments or undertakings or branches shall be treated as parts of the same establishment for the purpose of computation of bonus Bonus – Eligibility Every employee shall...
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...judicial decisions that are designed to govern the rights and duties of employers and workers. The US Department of Labor (USDOL) reports that there are 180 federal laws alone managed by 28 different agencies within the department. (United States Department of Labor [USDOL], 2014) Employment laws are focused on providing a safe and fair work place for employees and employers, alike, and have their origins in the constitution. They were founded based on public outcry against oppressive practices during the industrial revolution. The first laws founded in the 1920s were focused on fair wages, compensation for injuries, a standard work week, and on eliminating child labor. In the 1960s and 70s, statutes focused on anti-discrimination and unsafe work environments. Current issues involve employee health care, equal pay for men and women and the current debate on raising the federal minimum wage. There were also several issues addressed by the US Supreme Court of great importance to employment law including workplace discrimination...
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...At the time that dispute arose, the respondent had 277 employees in its Durban branch and 111 of these employees were members of the appellant, meaning the appellant was not recognised as the bargaining agent according to their “relationship agreement”, but the respondent did not challenge the appellant’s level of representation. In the middle of the year 2007, shortly after the agreement, the respondent decided to change the wage cycle of the non-unionised employees in Durban branch to be from 1July to 30 June as other respondent’s operations with an inducement of 4.5% but unionised employees did not qualify for this...
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...Requests for flexible working arrangements * Parental leave and related entitlements * Annual leave * Personal carers leave and compassionate leave * Community service leave * Long service leave * Public holidays * Notice of termination and redundancy pay * Fair Work Information Statement Casual workers only get NES entitlements relating to: * unpaid carer's leave * unpaid compassionate leave * community service leave * the Fair Work Information Statement. Sourced from below: http://www.fairwork.gov.au/employee-entitlements/national-employment-standards# b. Minimum wage. The minimum amount of compensation an employee must receive for performing labour. Minimum wages are typically established by contract or legislation by the government. As such, it is illegal to pay an employee less than the minimum wage. Sourced from below: http://www.investopedia.com/terms/m/minimum_wage.asp c. Award Acceptance of a bid or proposal for a contract. Sourced from below: http://www.businessdictionary.com/definition/award.html d. Enterprise Bargaining. Enterprise bargaining is the process of negotiation generally between the employer, employees and their bargaining representatives with the goal of making an enterprise agreement. The Fair Work Act 2009 establishes a set of clear rules and obligations about how this process is to occur, including rules about bargaining, the content of enterprise agreements, and how an agreement...
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...industry. * CAPITAL refers to the owner/investors of an industry. In a simple manner labor refers to the employees while capital is the owner/company itself. * Labor Code of the Phil. is the legal code governing employment practices and labor relations in the Philippines. * Wages are usually fixed between the employee and the employer. It is given to the employees to paid off their hardwork. * Minimum Wage is the lowest wage payable to specified categories of employees such as specific workers from plant, craft, industry or local area. Government Regulators * Department of Labor & Employment is responsible for the overall regulation of employment in the Philippines. Three Areas of Authority 1. promotion of employment and apprenticeship; 2. worker’s protection and welfare; 3. promotion and maintenance of industrial peace. * Regional Tripartite Wages & Productivity Commission they are charged with the developing plans, programs and projects related to wages, income and productivity improvements for their respective regions * National Wages and Productivity Commission it consults & advises the national government on wages and worker productivity. It formulates policies and guidelines on these issues. Morality Strikes * Strike was done by employees for the reason of asserting such concerns/demands. Workers cessation (stop) from work to make this action possible. For a strike to be moral, the following...
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...IMPORTANCE OF COLLECTIVE BARGAINING Collective bargaining plays a vital role in settling and preventing industrial disputes. Specifically its importance is evident from the following: 1. Increase the economic strength of unions and management. 2. Establish uniform conditions of employment with a view to avoiding industrial disputes and maintaining stable peace in the industry. 3. Secure a prompt and fair settlement of grievances. 4. Avoids interruptions in work which follow strikes, go-slow tactics and similar coercive activities; 5. Lay down fair rates of wages and norms of working conditions; 6. Achieve an efficient operation of the plant; 7. Promote the stability and prosperity of the industry; 8. Provides a method or the regulation of the conditions of employment of those who are directly concerned about them; 9. It provides a solution to the problem of sickness in industry, and ensure old age pension benefits and other fringe benefits; 10. It creates new and varied procedures for the solution of the problems as and when they arise-Ã problems which vex industrial relations; and its form can be adjusted to meet new situations. Since basic standards are laid down, the employee is assured that he will be required to work under the stipulated audit; 11. It provides a flexible means for the adjustment of wages and employment conditions to economic and technological changes in the industry, as a result of which the chances for conflicts are reduced. 12. As a vehicle...
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...restraining, or controlling the flow of raw materials or manufactured or processed goods from or into the channels of commerce, or the prices of such materials or goods in commerce; or (d) causing diminution of employment and wages in such volume as substantially to impair or disrupt the market for goods flowing from or into the channels of commerce. The inequality of bargaining power between employees who do not possess full freedom of association or actual liberty of contract, and employers who are organized in the corporate or other forms of ownership association substantially burdens and affects the flow of commerce, and tends to aggravate recurrent business depressions, by depressing wage rates and the purchasing power of wage earners in industry and by preventing the stabilization of competitive wage rates and working conditions within and between industries. Experience has proved that protection by law of the right of employees to organize and bargain collectively safeguards commerce from injury, impairment, or interruption, and promotes the flow of commerce by removing certain recognized sources of industrial strife and unrest, by encouraging practices fundamental to the friendly adjustment of industrial disputes arising out of differences as to wages, hours, or other working conditions, and by restoring equality of bargaining power between employers and employees. Experience has further...
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...orking lives’.(Webb and Webb, 1911) Unions exist on the basis that they protect the wages and conditions for employees, making sure that they're protected from unemployment by obtaining a substantial degree of job security as well as supporting employees in disputes and claims against their employers.(Murphy, 2014) The relevance of unions may vary from place to place. Using reasoning and statistical day, we will aim to achieve some sort of clarity towards the complexity and variety of opinions that people have on the need for trade unions. Importance of Trade Unions Unions not only negotiate wages, they also have an impact on fringe benefits, labour productivity,work allocation, job security and employee participation practices.(OECD, 1991) There is also a spillover effect, through extension of agreements and employer responses to union environment where some of these benefits alter the employment terms of non union members.(OECD, 1991) A substantial amount of protective legislation supporting unemployment compensation, sickness insurance, employment protection along with occupational health and safety, is the outcome of work by trade unions. History of Union Formation Succeeding guilds of the medieval era, British skilled workers embarked on forming trade unions in the 17th century. In the 18th century, following the industrial revolution,a number of trade disputes arose, with a number of men and women being forced to work in harsh industrial conditions for long numbers of hours...
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...BUS 405 WK 5 Quiz 4 Chapter 6 - All Possible Questions To Purchase Click Link Below: http://strtutorials.com/BUS-405-WK-5-Quiz-4-Chapter-6-All-Possible-Questions-BUS4054.htm BUS 405 WK 5 Quiz 4 Chapter 6 - All Possible Questions TRUE/FALSE 1. Centralized (multi-employer) bargaining is frequently not found in the construction, coal, and trucking industries. 2. A party's resistance point on a bargaining issue represents that point beyond which that party would prefer no settlement to settlement on unacceptable terms. 3. In labor negotiations, it is possible for both union and management negotiators to perceive they have been successful after completing contract negotiations. 4. Management would probably prefer centralized bargaining if it had three separate manufacturing facilities (bargaining units), each making the same product. 5. The proportion of an employer's total operating costs comprised of labor costs is termed the degree of labor intensiveness. 6. Bargaining power is more likely to be an important determinant of negotiated outcomes when the parties use a distributive bargaining approach or strategy. 7. Auto industry contract negotiations in 2007 represent an example of pattern bargaining. 8. Generally, high unemployment reduces the union's cost of disagreeing with management. 9. Smaller-sized (less than 10 individuals) bargaining teams are generally preferable to larger bargaining teams to enhance bargaining effectiveness. 10. "Voluntary"...
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...Lewis Employment Laws and Strategy Describe the scenario that you have selected and its corresponding employment laws. Benefit decreases for the entire employee population. There are several laws that influence benefits in the state of Maryland. From the website www.md.gov, fringe benefits include minimum wage, overtime, meals and breaks, vacation, holidays, sick leave, jury duty, severance, medical/hospitalization coverage, dental coverage and pension and retirement plans. The laws for the state of Maryland do not require that employers offer all of these benefits. Employers are able to select which benefits they will offer. The required benefits are minimum wage, overtime, and meals and break times. All other benefits are at the discretion of the employer. Companies are not always able to offer a variety of benefits and may decrease the benefits being offered in order for the company to remain profitable. Economic hardships affect the organizations operations and cause employers to layoff, cutback, or shutdown. Minimum wage for the state of Maryland is currently $7.25 and the Federal wage is also $7.25. Employers are obligated by law to pay at least the minimum wage. The state requires employers to pay overtime to employees that work 40 hours or more at a rate of 1 ½ times their normal salary. Salaried employees may be exempt. Employees under the age of 18 are required to have a 30 minute break for every 5 consecutive hours of work. Sick leave and vacation time are not...
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...union amid an ongoing dispute over their wages. Brennan Lang, general manager of the Didipio project of OceanaGold Philippines, Inc. said employees who are not members of the union will be asked to alter their schedule, or perform functions in anticipation of the vacuum that will be created by those who will join the picket line. “All department heads have been tasked with developing contingency plans to maintain operations in the event of a strike,” he said in a memorandum that was circulated among workers last week, a copy of which was obtained by the INQUIRER. The work stoppage at the OceanaGold Didipio mine loomed closer after the Pun-oh-ohaan Hi Kiphodan labor union, the solely recognized workers’ organization of the Didipio project, unanimously voted on Monday last week to proceed with the strike. The Jan. 20 balloting came more than a month after the union filed on Dec. 10, 2013 a notice of strike with the Department of Labor and Employment, following failed negotiations. According to Lang, workers who do not report for work, regardless of whether they joined the strike or not, shall not be paid their wages. The union has about 80 members, mostly Didipio residents, out of the total 350 workforce of OceanaGold. The impending strike is the latest hump to hit the Didipio mining project, which began commercial production in 2013 amid continuing opposition from the anti-mining community led by the church in Nueva Vizcaya. The dispute stemmed...
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...Abstract When Americans began building their World War II bases in Nassau, the Bahamians they hired expected the high wage rates that usually accompanied foreign contracts. Unfortunately, the Bahamian government had negotiated much lower rates than were expected. Green, with his cry ‚I’se a man,‛ captured the indignation that many of his co-workers felt. After attempts to address the wage issue by collective bargaining failed, two thousand laborers gathered at the building site chanting ‚we want more money.‛ Their cries fell on deaf ears and police officers were called in to disperse the group. But, the police only succeeded in agitating the protestors. Eventually, armed with sticks and clubs, the leaderless crowd marched to where they would be heard. They marched to Bay Street, the stage for some of the most significant events in the Bahamas’ history and a social space that has continually been at the center of cultural, economic and political life in the country. Two days of rioting ensued. Although the riot was triggered by a labor dispute, it has been described as the first sign of a popular movement in the Bahamas. And, some have described the riot as a tremor along the fault line that divided the rich white Bahamians who owned businesses on Bay Street and the poor blacks who worked as laborers and lived in the poorer neighborhoods ‚over-the-hill.‛ This paper is an effort to retell the story of the riot, focusing on its significance...
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