BAM 411 Human Resource Management Unit 4 Examination Follow Below Link to Download Tutorial https://homeworklance.com/downloads/bam-411-human-resource-management-unit-4-examination/ For More Information Visit Our Website ( https://homeworklance.com/ ) Email us At: Support@homeworklance.com or lancehomework@gmail.com 1. The principles of conduct governing an individual or a group are referred to as ________. • judgments • ethics • norms • laws 2. Procedural justice refers to
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Human Resources- Exam 4 Occupational Safety and Health ACT of 1970 “FATAL FORM” Falls- 37% Struck by Object- 10% Electrocutions- 9% Caught-in-between- 3% Categories of Violations 1.Other Than Serious- up to $7,000 for each violation 2.Serious- up to $7,000 for each violation 3.Willful- up to $70,000 for each violation minimum penalty of $5000 for each violation 4.Repeated- $70,000 per occurrence OSHA Prosecutions -Past 20 years- OSHA has failed to seek criminal prosecutions against
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negotiations open to the public. National Labor Relations Act/date (Wagner Act) Also known as the National Labor Relations Act of 1935, this act gave employees the right to form and join unions and to engage in collective bargaining. Ex. Wages, hours, and terms and conditions of employment National Labor Relations Board (NLRB) Consists of 5 members appointed by the president; Established to administer and interpret the Wagner Act, the NLRB has primary responsibility for conducting union representation
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Legal, Safety, and Regulatory Issues HCS 341 April 4, 2011 Abstract Legal, Safety, and regulatory issues all have a large impact on the human resources process as they relate to the statement “Common sense and compassion in the workplace has been replaced by litigation.” In today’s society litigations seem to be an increasing greatly, and administrators do their best to create human resources processes that avoid any possible litigations on them and or their organization. I completely
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LABOR RELATIONS MG420 Kevin Erne Instructor: Stephen Fant Park University Internet Campus A course paper presented to the School for Arts and Sciences and Distance Learning in partial fulfillment of the requirements for the degree of Baccalaureate Labor Relations Park University November, 2012 1. Define the term “collective bargaining” and list and describe four issues that are mandatory components of a collective bargaining agreement. The Cornell University
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Pendleton Act 1883: A United States federal law that required government jobs to be awarded based on merit. This act selected government employees by competitive exams. It also made it illegal to solicit campaign donations on Federal government property and use political reasons to fire or demote government employees. 2. Davis-Bacon Act 1931: A United States federal law that required public works projects for laborers and mechanics to be paid the local prevailing wages. This act applies to
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Laws that are implications for unions The Taft-Hartley Act additionally had essential ramifications for unions. Affirmed in 1947, Taft-Hartley changed the Wagner Act. The law was acquainted due to the expansion of strikes amid this timeframe. Whereas the Wagner Act tended to the uncalled for work practices of the organization, the Taft-Hartley Act concentrated on the unreasonable demonstrations of the unions. For instance, it restricted strikes that were not approved by the union, called wildcat
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Unions, Occupational Safety and Health Administration (OSHA), Employee Retirement Income Security Act (ERISA), and Fair Labor Standards Act (FLSA). Employee Privacy Federal Law – General Privacy Laws * Driver’s Privacy Protection Act of 1994 – 18 U.S. Code 2721. This law limits disclosures of personal information maintained by the Department of Motor Vehicles. * Electronic Communications Privacy Act of 1986 – 18 U.S. Code sections 2510-2522, 2701-2711, 3121, 1367. This law amends the federal
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53-54). Paralleling the union development was a series of national labor legislation: Railway Labor Act (1926), Norris-LaGuardia Act (1932) legitimizing collective bargaining, National Industrial Recovery Act (1933), ruled unconstitutional in 1935, National Labor Relations Act (Wagner Act, 1935) establishing the National Labor Relations Board (NLRB), Taft-Hartley Act (1947), and Landrum-Griffin Act (1959) (Fossum, 2012, pp. 63-75). This paper will examine this evolution of the legal status of American
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enveloping more and more daily. As we look among the indifference of laws and the comparisons within federal, state and local, we will see that the protection is continual and advancing. History of Labor Laws The National Labor Relations Act was developed in Congress in July 5, 1935 and since then has
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