Learning Team Assignment Weekly Reflection Minerva Smith HRM531 July 25 2009 Professor John Delano Weekly Reflection In Week Two, Paul was reintroduced to the concepts of a job analysis. According to Cascio (2010) a job analysis is the planned and systematic gathering of information about the tasks of jobs and the knowledge and qualifications necessary to perform those jobs. At first he struggled with the concept of the different aspects of
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Aging and Disability Worksheet Makeithra Joyce University of Phoenix ETH/125 July 27, 2015 The aging population and individuals with disabilities are two of the man categories that experience discrimination and negligence of human rights. These two groups experience issues in society, and difficulty living quality lives. Legislative acts have been enacted to help to eliminate these issues. Finance, health, loneliness are three issues faced by the aging population. Many seniors do not work
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therefore, it cannot be argued that his age is affecting his quality of work. Nothing to suggests that his work does not meet the standards of the company. This is an example of why the Age Discrimination Act of 1967 is so important and necessary. This given situation is an obvious violation of the Act. The employee is over 40 years old and was denied a promotion due to his age. Additionally, a person was promoted who had a lower evaluation and happened to be substantially younger. The 68-year-old
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n.d.) The laws of EEOC for all the businesses, small or big business include; Title VII of the Civil Rights of 1964, Pregnancy Discrimination Act, The Equal Pay Act of 1963 (EPA), The Age Discrimination in Employment Act of 1967 (ADEA), Title 1 of the Americans with Disabilities Act of 1990 (ADA), and Sections 501 and 505 of the Rehabilitation Act of 1973. Title VII of the Civil Rights of 1964 makes it illegal to discriminate against someone on the basis of race, color, religion, national origin
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Medical Leave Act of 1993 The Family Medical Leave Act, FMLA, requires that a covered employer must provide a qualified employee with twelve weeks of unpaid leave in any twelve-month period to care for oneself or a family member with a serious health condition. The FMLA requires twenty six weeks in any twelve month period for the care of a member of the armed forces. Within this act are a number of conditions and exceptions. A serious health condition that is covered by this act includes pregnancy
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today society associated with district schools and exceptional education. History Prior to 1975 in accumulation to means of access of the original national individual education regulation, a possible five million family among Children with disabilities customary get little or no education. In addition, children with special needs did not obtain the help they needed in instruct and a supplementary thousands were completely not allowed in public school. Children were keeping at home or lock away
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According to the Individuals with Disabilities Education Act Amendments of 1997,”students with disabilities include those with mental retardation, hearing impairments, speech or language impairments, visual impairments, serious emotional disturbance, orthopedic impairments, autism, other health impairments, or specific learning disabilities.” (Warger, 1999, p.1). There are laws in place by our government that allow special provisions for people with disabilities. IDEA is a federal law (1975, amended
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LIT1 Task 2 Situation A The Family and Medical Leave Act sets regulations for job-protected leave related to family and medical reasons. FMLA applies to organizations with 50 or more employees working within 75 miles of the employee’s worksite (“Employment Laws,” n.d., para. 6). Employees who have been with their current employer for 12 months and who have worked 1250 hours of service in the previous 12 months are eligible for 12 weeks of unpaid leave through FMLA (“Eligibility Requirements
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cases that were brought to my attention to be analyzed I am, hereby, submitting my formal review of each independent situation. Situation A In the case of Employee A, we must take into consideration the regulations of the Family and Medical Leave Act. The FMLA regulations protect employees by allowing for 12 weeks of unpaid leave during a 12 month work period. The employee is further protected by being allowed to return to their former position, with the same pay rate and benefits they had before
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department head. Yet most importantly, NL&C hired me to examine current HRD diversity development and redesign diversity strategy plans where needed to ensure alignment with the Equal Employment Opportunity Commission (EEOC) and American with Disabilities Act of 1990 (ADA) rules and regulations are in compliance within the organization. (CTUonline , 2010) Diversity Constraints NL&C has several disabled employees of which I arranged meeting with them individually. Over the course of
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