interoffice memorandum to: | traci goldman | from: | Kimberly Palmiter | subject: | Employment Law Compliance Plan | date: | June 29, 2015 | | | | | Per your request, here are applicable laws for Bradley Stonefield’s upstart business, Landslide Limousines, located in the Austin, Texas area. Mr. Stonefield indicated he expected to reach 25 employees within the first year of operation. We will examine three different federal laws and two state specific laws, and how they are applicable
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apply with resume and cover letters, use category rating, confirming manager responsibility, and accountability with the hiring process, and improving quality and hiring speed. The memorandum includes applicant’s designate notification of federal employment status of their application through USAJOBS.gov and all federal hiring actions. The main objective of the reform is implementing the hiring and recruiting process within the federal government. Guidelines, SWAT Analysis, modules, and related
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University of Phoenix Material Ethical Dilemma Worksheet Incident Review 1. What is the ethical issue or problem? Identify the issue succinctly. | Officers are sent out to a domestic violence call. When arriving on the scene officers witness a man walking away from a car and he appeared to have been drinking. Officers thought they seen the man putting keys in his pocket and thought maybe he had been driven and he ended up being the husband of the female caller. Once closer to the
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1. Please select one or more of the questions included in the "Notebook," and post specific reasons why the questions should be avoided while interviewing applicants for a job; Have you ever been arrested? You can ask whether the applicant has ever been convicted of a felony.) The Wisconsin law prohibits inquires about past arrest records but permits consideration of current arrest. If an applicant is currently under arrest for an offense that is substantially related to the job, an employer may
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identified the circumstances under which an employer may be held liable under Title VII of the Civil Rights Act of 1964 for the acts of a supervisory employee whose sexual harassment of subordinates has created a hostile work environment amounting to employment discrimination. The court held that "an employer is vicariously liable for actionable discrimination caused by a supervisor, but subject to an affirmative defense looking to the reasonableness of the employer's conduct as well as that of a plaintiff
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INTRODUCTION • According to the International Labour Office, any activity other than study or play, remunerated or unremunerated, carried out by a person under the age of 15 years is defined as child labour. • 90 % of the total child employment is concentrated in Asia & Africa, with more than 44 million child labourers in India alone. REVIEW OF LITERATURE • Economic Impact of child labour- a) Micro family level- Short run effect on house hold income, long run effect on
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WoodGreen Employment Services Getting Started – Your Job Search Plan Getting your foot in the door A good job search puts you before employers that have formed a positive impression of you. They are impressed by your résumé or cover letter, impressed by your efforts to meet with them through successful networking, or impressed by your skills and experience. This booklet, Getting Started, combined with a strong résumé, active networking and the support from WoodGreen Employment Services, will help
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HUMAN RESOURCES | | Human resource is a relatively modern management term, coined as early as the 1960’s. | HR is a term used to describe the individuals who make up the workforce of and organization. Human resource function is to implement an organization’s human resource requirements effectively, taking into account federal, state and local labor laws and regulations; ethical business practices; and net cost, in a manner that maximizes, as far as possible, employee motivation, commitment
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To: Keighley’s ASDA Store Manager, Co-Manager From: Dianne Wood, Human Resource Manager Date: September 27, 2012 Subject: Cost-Effective approach for hiring to cover Mat Leaves Recently, it was brought to my my attention that there is some frustration in regards to a cost-effective approach when trying to hire to cover-off the several maternity leaves that our company is experiencing. Each time we hire new or temporary employees to cover-off the maternity leaves, it is costing the
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within the company. The recruitment agency offers a bespoke service to unemployed individuals who aren’t British citizens therefore find it very difficult to find work. In most cases many clients speak very little English or none at all. Most our clients are from Polish and Russian backgrounds, although work is also available for all other ethnic backgrounds. ***** also runs another business within the same building in combination with the recruitment agency which is a competition service called
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