Summary of Law According to the Lilly Ledbetter Fair Pay Act of 2009, women in the US are paid 77 cents to every dollar that men are paid (The Lilly Ledbetter Fair Pay Act of 2009, 2009). African-American women on the other hand, earn 64 cents for every dollar, while Latina women earn 55 cents per dollar earned by men. The Equal Pay Act of 1963 (EPA) was created to require that men and women in the same workplace be given equal pay for equal work (U.S. Equal Employment Opportunity Commission, n
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Compensation and Benefits Strategies Recommendations Elizabeth Copeland, Emily Krzyzaniak, Frederick McFarland, and Mary Thomas HRM/531 9/23/15 Maria Ziegler Compensation and Benefits Strategies Recommendations Landslide Limousines will be opening soon and they will be employing twenty-five people to keep the business in operation. The owner, Bradley Stonefield, wants to be comparable to the other limousine services around town so this must be considered when recommendations for compensation
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Annotated Bibliography: Women’s Rights Introduction: This paper looks at maternity leave in the U.S. and discusses both pros and cons to leave policies and the difficulties women have in the workplace as it relates to maternity leave. Maternity leave is a big issue in this country. Many political aspects to this issue are being dealt with and the hope is that women will benefit from the awareness of changing maternity leave policies throughout the U.S. Eight articles were reviewed and summarized
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Introduction The employee-employer relationship can be complex and understanding that relationship ensures success. Employers can employ full time, part time, temporary, or contractual employees. In addition benefits are given based on those positions. Employers also have exempt and non-exempt positions, depending upon the job duties involved. Organizations use these types of positions for cost-effective measures and reporting structure. Understanding these classifications and using them properly
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Compensation and Benefits Strategies Recommendations for Landslide Limousines Team A HRM531 November 10, 2014 Instructor Foy Wallace, III Compensation and Benefits Strategies Introduction to the assignment for the week. Recommendations for Landslide Limousines As we put this paper together, let’s make sure we cover all the requirements: • Conduct a market evaluation by researching what companies in the relevant market
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Organizational Objectives and Total Compensation in Different Markets Juan Holguin University of Phoenix HRM/324, Total Compensation. September, 14 2015 Rebekah Benson Human resources (HR) consultant. The factors that will have an effect on the organization are particularly the federal contractor. The areas of compensation are well regulated it, and they have established controls parameters that will have a final effect in the organization production. The
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Employment contract | Labour relations and Law in Nepal | | Employment contract This contract of employment is entered into between Mr. Pawan Gupta and Mrs. Sneha Agrawal on 27th February 2015(commencement of employment will start from the date the employee sign the employment contract) under the terms and conditions of employment below: Basic terms of contract: 1. Employee's job title: Factory Manager 2. Basic monthly salary: The employee’s
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According to Martocchio (2011) “Effective performance appraisals drive effective merit pay programs. Merit pay systems require specific performance appraisal approaches. Administering successful merit pay programs depends as much on supervisors’ appraisal approaches as it does on the professionals’ skills in designing and implementing such plans” (pg. 60). Types of Performance Appraisal Plans includes: Trait systems; Comparison systems; Behavioral systems; Goal-oriented systems. Response to number
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covers all forms of pay including salary, overtime pay, bonuses, stock options, profit sharing, and bonus plans. Also includes vacation and holiday pay, life insurance, gas allowances, and reimbursement for travel expenses and benefits. Unequal compensation can be justified if the employers show that the pay differential is attributable to a fair seniority or merit. Also, it includes incentive system, or a factor other than sex ("A Guide to Women's Equal Pay Rights", 2012). There are exemptions
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Exercise 16-1 a) 2008 Debit Credit Salaries and Wages Expense $7,200 Salaries and Wages Payable $7,200 To accrue for vacation: 9 employees x 10 days x 8 hours x $10 = $7,200 Salaries and Wages Expense $4,320 Salaries and Wages Payable $4,320 To accrue for sick time: 9 employees x 6 days x 8 hours x $10 = $4,320 Salaries and Wages Expense $2,880 Cash $2,880 To record sick time: 9 employees x 4 days x 8
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