if needed] 1. Supervision of non-student employees Supervises non-student employees: Formal performance management; Decision making or significant input into pay or hire/fire decisions; and Decision making or significant input into other employment status decisions PM100, 110, 120; MG520 HR Legal Foundations series; MG180; MG401, 501, &502; (Teamwork series)ER345, MG101, MG201, MG380, HR560; MR140 2. Policies and procedures Resolves and responds to questions about policies and
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SE participants would show improved psychological functioning and self esteem after three months of employment. Exactly the reverse happened -- SE participants showed significantly worse psychological functioning and self esteem. There are two major possible explanations for this outcome pattern. First, it seems reasonable that there might be a delayed positive or "boomerang" effect of employment outside of a sheltered setting. SE cases may have to go through an initial difficult period of adjustment
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decisions, you may not discriminate against an individual who is believed to be HIV/AIDS-infected. In a recent case that recalled "Philadelphia," a New York State administrative agency found that Baker & McKenzie (the world's largest law firm) discriminated against an associate attorney with AIDS when it terminated his employment, and awarded the associate's estate $500,000 in compensatory damages. The ADA also prohibits discrimination in places of public accommodation. This means that businesses
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end of year, pay the full tax amount missed, 20% of the tax amount, 15% of employee’s wage * If no 1099 reported: employer will pay full amt. missed, 40% of tax amt. 30% of employee’s wage How to determine Employee or IC? 1. Common-law agency test: looking at the control that employer has over the potential employee. a. Supervise b. FedEx: taught the delivery people how to drive, color of socks, style hair. So they were clearly employees not IC. 2. IRS 20-factor analysis:
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operations will also have to consider how to tap into labor markets that have these new skills. Labor Unions Labor unions are legally protected entities that organize employees and bargain with management to establish terms and conditions of employment via a labor contract. About 12% of the labor force is unionized, with 7.4% unionization in the private sector and 36% in the public sector.14 Trends suggest a continued decline in private sector unionization as well as an increasing level of public
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Recruiting can include giving proper interviews. Human Resources recruitment is to build a supply of potential new hires that the organization can draw on if the need arises. Public employment agencies allows employees to register their job vacancies with their local state employment office, and the agency will try to find someone suitable, using its computerized inventory of local unemployed individuals. With rapid growth of internet use, it is becoming more important that a research
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Literature Review of the Legal Aspects of Performance Management Ben France The importance of understanding the legal issues involved in performance management and the performance appraisal process have grown in the past few years as a result of the globalization of the world’s economy, and as a result of companies and organizations trying to become more productive at a lower cost. Most cases over the last few years have focused on the performance management process, and its ability
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Legal and Ethical Considerations in Employment Selection Cardinal Stritch University Cathy Carew Instructor John Koehler MGT-445 Human Resource Management II July 25, 2013 Legal and Ethical Considerations in Employment Selection Organizations use screening tools such as assessment tests, medical tests and drug testing to effectively find applicants or current employees that are best qualified for a particular job. There are legal and ethical considerations that need to be applied when
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Taft-Hartley Act – 1947 *Wagner plus Taft-Hartley equals the National Labor Relations Act Federal Employment Law *Fair Labor Standards Act – 1938 (FLSA) *Minimum Wage -Lowest amount the employer can pay the employee. Minimum wage is exposed in pay for dollar per hour. *Maximum Hours -Employee must be paid at the premium rate of pay for all hours worked in excess of 40 within any 7-day period -Exemptions: Executive, professional and administrative employees -Executives are VP, president
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Whistleblower Protection Act and The Whistleblower Protection Enhancement Act both refuse to grant protections for federal employees working for the Federal Bureau of Investigations, the Central Intelligence Agency, the National Geospatial Intelligence Agency and the National Security Agency. By doing so, these federal employees have no protections in disclosing federal fraud, waste or abuse, and can be legally retaliated against by federal employers in the Intelligence
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