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 to the business line, and any consequences of noncompliance to said laws. They
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degree of accuracy. Vast knowledge of administrative orders, municipal regulations, statutes, and all other laws as it pertains to Unemployment Compensation and Immigration law. Able to work independently, manage multiple projects, and communicate effectively. Education B .S. Criminal Justice–University of Maryland, College Park, MD-May 2012 Experience Department of Employment Services, DOES-Washington, DC Claims Examiner (August 2013-Present) • Analyzes, manages, and adjudicates
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Travel Agency HR Plan HRM 552 June 16, 2014 Travel Agency HR Plan The travel agency is rapidly growing, but its HR department does not have a clear mission and function. In developing HR strategies, it is important to refer to the organization’s objectives, as well as a clear mission statement. In order for the company to accomplish its goal of growing the organization, it is imperative that an HR strategic plan is conducted. This paper will go over what is needed in order for the HR department
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Project Title: HR Audit INDEX SR NO. | TOPIC | PAGE NO. | 1 | Acknowledgement | 3 | 2 | Executive Summary | 4 | 3 | Introduction to HR Audit | 6 | 4 | Qualitative & Quantitative Indicators for HR Audit | 8 | 5 | Types of Audit | 13 | 6 | HR Audit Process | 17 | 7 | Human Resource Management v/s Performance | 21 | 8 | Approaches to Human Resources Audit | 25 | 9 | HR Audit Tools | 30 | 10 | Checklist for HR Audit | 33 | 11 | Audit Report | 35 | 12 | Audit of HR Results
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have long and short term goals and a strategic plan to achieve those goals in order to increase the market value of that organization. When you speak of HRM, you speak of people, every business has to have people, and having a well-developed HRM department will allow the business to gain their employment, develop their skills, and keep them motivated and happy while working for the organization. Listed below are the major everyday strategic HRM tasks; •planning and alignment •staffing •preparing
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Learning Objectives: • Apply the three-step writing process to negative messages • Compare and contrast the direct and indirect approaches to negative messages, including when it is appropriate to use each one • Identify the risks of using the indirect approach and explain how to avoid problems • Explain the importance of maintaining high standards of ethics and etiquette when delivering negative messages • Explain the role of communication in crisis management • List and discuss three guidelines
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administrators bend over backwards (sometimes ludicrously so) to prevent being sued. Human resources (HR) departments spend much of their time concerned with employee relations. With the significant changes in employment discrimination laws beginning in the early 1990’s and resulting upsurge in employment litigation, one could say that common sense and compassion in the workplace has been replaced by litigation. Today’s work environment is filled with conflicts, and diverse motivators’ fuel concerns surfacing
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Assessment Task 1 – Short Answer Questions Please answer the following questions in approximately ½ page each. 1) How can the responsible person evaluate best practice in relation to separation and termination? The responsible person must undertake research in order to evaluate best practice in relation to separation and termination. This research follows a specific process which involves a number of steps including: * Research the elements of best practice in separation/termination
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Workopolis Site Position 1 – Senior Accountant – advertisement indicated what the incumbent will be responsible for with respect to job duties and who the individual will report to. Detailed responsibilities were listed along with credentials expected. Salary information was not provided. Applicants could apply online right away, industry information was provided and job type (F/T) Position 2 – HR Manager – advertisement was very well documented and provide a lot of details for the applicant
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area as well. Police organizations respond to the crime after it happens and in an organized manner starting with a routine patrol called in by radio where they visit the location reported for a possible intervention or arrest. In the division of tasks for the police first start with the patrol, then a call to action, intervention or arrest, investigation and then share the information which can all throw by one or more agents as simultaneously if it would be customer service outside the police offered
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