Team Name: D Date: May 19, 2014 HRM/300: Fundamentals of Human Resources Equal Employment Opportunity & Employee Rights Review Content 60 Percent The student’s presented the following: Provided a general summary describing your chosen laws or issues For each law presented, provided a current court case that has challenged your selected law or issue. Defined any implications for HR in managing employeremployee relationship in the context of the law or issue. Provided an HR Policy for compliance
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help them overcome employment barriers in pre-employment and employment settings. It was my duty to work closely with the individuals and assist them with learning the necessary skills required for their specific job as well as helping them attain their personal employment goals. As a Job Coach it was my responsibility to act as a liaison with the employing companies and encourage positive, effective and ongoing communication between the individual, employer and my employing agency. For the past
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Providing for restraint on employment in the employment contracts of the employees in the form of confidentiality requirement or in the form of restraint on employment with competitors is a common practice. However, this hinders the right of the employee to work and carry out the desired profession. While determining whether such covenant is in restraint of trade, business or profession or not, the courts take a stricter view in employer-employee contracts than in other contracts, such as partnership
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China working in American companies may approach a problem totally differently than do American workers. 3: Positive Reputation Job seekers are drawn to companies with diverse workforces because it is evident that the companies do not practice employment discrimination. Potential employees would want to know that employers treat their staff fairly regardless of race, ethnicity or gender. Not only are such firms able to attract new talent but they can also retain existing talent because of
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and Selection Process 9 Step 1: Planning 10 Step 2: Selection Process 11 Step 3: Interview 11 Step 4: Reference Check 12 Step 5: Selection Decision: 12 Step 6: Physical Examination 13 Step 7: Job Offer 13 Step 8: Contract of Employment 14 Step 9: Concluding the Selection Process 14 Step 10: Evaluation of Selection Programme 14 5.3 Train and Development 14 5.3.1 Orientation Meeting 14 5.3.2 Staff Training 15 6. Recruitment Strategies 16 6.1 In-House or Internal
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involved in labor disputes and issuing injunctions and outlawed yellow-dog contracts. Back then yellow-dog contracts was an “agreement between an employer and an employee in which the employee agrees, as a condition of employment, not to join a union during the course of his employment. These were widely used in the 1920’s.” (Encyclopedia Britannica, 2013, Para 1) This is the most important one because it paved the way for the future labor acts. According to one cite “It was the most favorable legislation
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RANGNATH (CJ) BENCH: MISRA, RANGNATH (CJ) YOGESHWAR DAYAL (J) CITATION: 1991 SCR Supl. (2) 357 1992 SCC (1) 221 JT 1991 (5) 299 1991 SCALE (2)1043 ACT: Beedi & Cigar Workers ('Conditions of Employment ,Act, 1966/Rules, 1968: Improper/non-implementation of in the State of Tamil Nadu--Employment of child labour--Prohibition of--Contract labour system--Prevalence of--Whether indispensable--Formu- lation of Schemes .for proper implementation of the provi- sions for welfare of workers--Directions
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Labor Law What is the name of the federal agency that conducts elections to determine if employees wish to be represented by a labor union? The National Labor Relations Board is the name of the federal agency that conducts elections. 2. If the hospital became upset at Sylvia for daring to request to the HR Director that the hospital increase its sick leave benefits and terminated her employment on the ground that she was a "troublemaker" would Sylvia have any legal grounds upon which to challenge
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Agreement Dear [Name of ABC Company Employee]: Although ABC Company hopes that employment disputes with its employees will not occur, ABC believes that when these disputes do arise, it is in the mutual interest of all concerned to handle them promptly and with a minimum of disturbance to the operations of ABC's businesses and the lives of its employees. Accordingly, to provide for more expeditious resolution of certain employment-related disputes that may arise between ABC Company and its employees, ABC
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contractors will do about providing health care for their employees…” (Anesi). As uncertainty continues to grow in the markets, so do the changes in employment practices. During challenging economic times, many businesses are opting to hire temporary and contract workers as opposed to full time employees. Not only does this hiring practice affect employment rates and the economy as a whole, but is also affects those seeking work and financial stability. Uncertainty and ambiguity are a key challenge
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