Compensation Management 30 September 2012 I have chosen the current compensation practices in use today. With the current NFL official lockout situation, I was interested in what the two parties disagreed on. It was the future pension plan and salary. ESPN described it as “The agreement hinged on working out pension and retirement benefits for the officials, who are part-time employees of the league. The tentative pact calls for their salaries to increase from an average of $149,000 a year
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Explain the at-will employment doctrine and analyze the implications for both employers and employees. One of the most widely known federal employment laws is the Employment-At-Will policy, which states that both the employee and the employer can terminate an employment relationship at any time, for any reason, or for no reason at all. However, this employment practice is only legally permissible if an employment relationship is not bound by a formal, written contract and the understood duration
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University of Phoenix Material Employment Laws Chart Complete the chart below using information from the weekly readings and additional research if necessary. | | |Court Case Influential to | | | | |Description and Requirement of Law |Establishment of Law |Importance of Law
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Scenario I Jennifer, a recent graduate was hired to work at my accounting firm. Before Jennifer was hired, she was required to take an aptitude, knowledge and skill test. An aptitude test can measure an employee's ability to reason, think logically, visualize in three dimensions and understand the principles of machinery. An aptitude test helps the employer determine which employees will have the aptitude to learn the specifics of a job. A knowledge test can measure the level of skills the employee
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description, how to use each, and non-compliance penalties of each to better serve you in understanding the laws. 1. The National Labor Relations Act (NLRA) of 1935 2. The Americans with Disabilities Act (ADA) of 1990 3. Family and Medical Leave Act (FMLA) of 1993 4. Age Discrimination in Employment Act (ADEA) of 1967 The National Labor Relations Act (NLRA) of 1935 As an employer with no unionized employees you will be highly surprised to learn that the company will be subjected to the requirements
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ACCOMMODATION ACCOMMODATION Consultation Report Prepared By Consultation Report Prepared By DISCLAIMER This material is based upon work supported by Brenau HR Consultation Professionals. Any opinions, findings, conclusions, or recommendations are those of the authors and do not reflect the views of Brenau HR Consultation Professionals, its employees or its administration. TABLE OF CONTENTS I. Introduction 4 A. BHRCP – Disclaimer
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workers’ compensation, wage and hour issues, and labor relations, including, but not limited to the following statutes and their state and local analogues (where applicable): Title VII, ADEA, Equal Pay Act, Pregnancy Discrimination Act, FLSA, ADA, OSHA, FMLA, ERISA, and NLRA. • Thorough knowledge of wage and salary, employment and benefits administration and payroll. • Must be able to perform a variety of duties, often changing from one task to another of a different nature without loss of
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Assignment 4 (U.S. Department of Labor) Darrin D. Harvey HRM 533 02/21/2012 1. Describe the major features of this Website and how each feature can be used to monitor employee benefits. The major features of this website would be the content list and how it is divided. It starts off with email updates, so if you as a job seeker, employer, employee, or general audience could receive updated emails to keep the particular addressees can stay abreast to what is going on with the U.S. Department
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Employment Laws: Small Business Compliance Thresholds Federal regulations can be terribly confusing, particularly because they often have different definitions for the size of a “small” business that is exempt from the law. If you operate a small business, use the following list to make sure you’re not spending time and money complying with laws that only apply to larger businesses. Note: Many states have set lower thresholds. Always check with your state labor agency. (See list below.) FEDERAL
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Midterm1 Report | Faculty: Dilara Afroze Khan (DAK) | Name: Saahir Mahbub Id: 1110091030 Course: Bus401.2 | Introduction - There was no individual identity for HRM. But, as time passed people recognized the importance of HRM in organizations. They realized that HRM is not just to hire people. Apart from hiring
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