Recruitment & Retention |Orientation & On-Boarding | |Employment Law |Employee Relations |Training & Development | |FMLA/ADA/EEO/WC |Alternative Dispute Resolution (ADR) |Performance Management | |Mediation & Advocacy |Benefits Administration
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fairness and ethical behaviors within the workplace. Some of the legal aspects of human resources that are governed by the Department of Labor include, but are not limited to; wages and hours, workplace safety, and the Family and Medical Leave Act (FMLA) ("U.s. Department Of Labor", n.d.). Employers are required to pay minimum wage to non-exempt employees for regular hours worked and time and a half pay when overtime hours are worked. The standards for wage and overtime pay are set forth by the
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Case Study 9.5: Swedish Daddies I am a single mother of a 17 year old boy named Alonzo. Alonzo was planned by his father and me, but our planning certainly didn't prepare us for the workforce, or life itself. At the time ALonzo was born, I was working as a care giver in a home. I worked up until my last week of pregnancy and stopped only because I was overdue and the doctor told me to stay home. The low paying job I had did not have maternity leave, maternity pay or even a reassurance that
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TO: Supervisor FROM: Andrew ToussaintDATE: January 27, 2016RE: Applicability of Greene’s Jewelry Wholesale, LLC vs. Lawson MEMO INTRODUCTION Jennifer Lawson, who was rightfully terminated during Greene’s Jewelry Wholesale’s downsizing effort for consistent tardiness throughout her three years of employment with Greene’s Jewelry Wholesale, breached the confidentiality agreement to not share any information regarding the process used to create “Ever-Gold,” by sharing key process elements in producing
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Like me, due to an illness, I began to miss a lot of work and honestly, it was so much that I began to fear that my job security was at stake. This is when I learned of the Family Medical Leave Act of 1993 (FMLA), and the importance of it. This particular act entitles eligible employees to take unpaid leave, while still having your job secured and your medical benefits active, for specified family and medical reason. In order to be eligible I had to go through
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weeks of leave in a 12 month period if the employee suffers from a serious medical condition and they are unable to perform the essential duties of their job. FMLA entitles eligible employees to take un paid yet job protected leave. A2. The employee is not entitled to pay for the 11 weeks that the employee was on leave. FMLA only guarantees the eligible employee 12 weeks off and protection of his job. The employee was allowed to take the 11 weeks off that he requested without loss
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Situation A – Family 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
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Employee Compensation and Benefits Dr. Jean Gordon HRM 530- Strategic Human Resources Management December 11, 2013 Choose the type of Organization for which you are designing a package. The type of organization I have chosen to design a package for is a newly opened medical supply store. The corporate office for the medical supply stores will be located in Lawrenceville, GA. This organization will sell medical supplies to medical facilities as well as to the public. The organization will
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Employment Law Description and Requirement of Law Court Case Influential to Establishment of Law Importance of Law Workplace Application Civil Rights Act of 1964 “Prohibits discrimination in all employment decisions on basis of race, religion, ethnicity, sex, and national origin.” (DeCenzo, Robbins, & Verhulst 2013). In Griggs v. Duke Power Co., the Supreme Court ruled that Title VII of the 1964 Civil Rights Act prohibits not only intentional job discrimination, but also employer practices
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Group Name: The Corporate (A) SL. No. | Name | ID No. | 01 | Md. Saiful Islam | 104821 | 02 | Lenin Azad Polash | 104831 | 03 | Md. Whahiduzzaman Robin | 104865 | 04 | Rafiul Islam Chowdhury | 104965 | 05 | Md. Nazmul Hasan | 105043 | Letter of Transmission April 28, 2013 Md. Mosharraf Hossain Chairman Department of management studies Jagannath University, Dhaka. Sub: Submission of Assignment in “Employee Benefits of Walton (company)”. Dear Sir, We are very happy that
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