Medical Leave Act Essays (Examples)

Introduction
Medical marijuana has increasingly been in the news as a growing number of states throughout the U.S. have passed measures or at least put on the ballot an initiative to legalize either medicinal or recreational marijuana usage.  The history of marijuana in the U.S. is one that goes back as far as the country itself:  hemp (a type of marijuana plant) was used for rope, paper and a number of other purposes because of its strong fibrous tissue.1  It was not until the Prohibition Era of the 1920s that marijuana began to be prohibited by law in the U.S.—and within a decade, it was regulated among most states under the Uniform State Narcotic Act.2  Thus, from its very first days as a crop grown by the Virginia Company for exporting to England by decree of James I—and in fact from the days of the first President of the U.S. George…

Health are -- Medical Retention Laws
Medical records retention requirements, whether Federal or State, are apparently aimed at maintaining records for a significant length of time after a patient's discharge. HIPAA does not impose a specific requirement for retention of a patient's medical records and leaves that task to State legislatures. alifornia meets and far exceeds Federal requirements in multiple requirements from multiple laws. Meanwhile, Nevada takes a far simpler tack while still adhering to Federal requirements.

Federal

HIPAA does not impose a length of time for which patients' medical records must be retained (U.S. Department of Health and Human Services, 2009); rather, that requirement is left to the states. However 45 .F.R. §164.530(j) does require that an entity governed by HIPAA must retain its "privacy policies/procedures, privacy practices notices, disposition of complaints, and other actions, activities, and designations that the Privacy Rule requires to be documented" (U.S. Department of Health and Human…

Compensation and Benefits: The Family and Medical Leave Act
The Family and Medical Leave Act (FMLA)

The FMLA came into effect on 5th August, 1993. The Wage and Hour Division of the U.S. Department of Labor (DOL) is responsible for its administration. The law covers all employees in the state, including those in the private sector and a majority of those in the congressional and federal sectors. The law entitles "eligible employees of covered employers to take up to 12 weeks of unpaid leave per year," in order to attend to specified medical and family issues (AFSCME, 2013). This could extend to 26 weeks, over the same period, in cases that involve serious illness or injury. The decision as to when the one-year period should actually begin is dependent on the employer and the policy of the organization. In the past, the FMLA has been amended a number of times to expand…

Second Opinions for Tough & Smart Care
FLA, FECA, H2457

The federal government (under most current administrations) has tried to address the issue of the nation's need for better healthcare by focusing on improving what is already in place. Two of the regular efforts at this are the FLA (Family Leave Act) and the FECA, or Federal Employees' Compensation Act (DOL, b). The purpose of the first is to provide structured and economically efficient ways for people to be able to leave their positions, without risking their jobs, when they are dealing with either the birth of a child or a critically sick immediate relative. It is also seen as one effort to seek to protect men and women against the problems of gender injustice that can come about if women are challenged in keeping healthcare because of the choice to have children. FECA, on the other hand, seeks to ensure fair…

Labor and Employment Law
WORKPLACE SITUATIONS

Situation A -- The Family Medical Leave Act of 1993 or FMLA was enacted to help employees balance family and work requirements (WHD, 2013). It aims at protecting and helping those with family or personal health problems. The rise in single-parent households and women employees often leads them to compromise work for family or vice versa. The law intends to strike a balance between. If an employer is connected to FMLA, an employee who has worked for one year or 1,250 hours in the preceding year is entitled to 12 weeks of unpaid leave within the 12-month period. The employer is qualified to offer FMLA if it has 50 or more employees. Employee A and his employer are, thus, qualified (WHD).

The qualified employer is obliged by law to grant FMLA leave when the qualified employee requests it with a qualified reason (WHD, 2013). If Employee A…

Title VII of the Civil Rights Act of 1964 "bans discrimination, including sex-based discrimination, by trade unions, schools, or employers that are involved in interstate commerce or that do business with the federal government" the Civil Rights Act of 1964 prohibits discrimination in a broad array of private conduct including public accommodations, governmental services and education. One section of the Act, referred to as Title VII, prohibits employment discrimination based on race, sex, color, religion and national origin. The Act prohibits discrimination against the aforementioned protected classes in the areas of recruitment, hiring, wages, assignment, promotions, benefits, discipline, discharge, layoffs and almost every aspect of employment (Loevy 1997).
However, Title VII provides than an employer must reasonably accommodate an employee's religious beliefs and practices unless doing so would cause undue hardship on the business. As an employee were are obligated to try to resolve any conflict if possible. We would…

FMLA
The Family and Medical Leave Act (FMLA) is an addition to the regulations applied to businesses which recognizes the changing nature of the family, and the importance of having a business environment which is supportive of the needs of the family. The FMLA requires employers to grant leaves of absence to employees who are seriously ill, who have newborn or newly adopted children, or who have to care for sick family members without the risk of the employee loosing their job as a result of the leave. Specifically, sections 6381 through 6387 of title 5, United States Code, as added by Title II of the Family and Medical Leave Act 1993, provides covered Federal employees with entitlement to 12 workweeks of unpaid leave during any 12-month period for the following purposes:

the birth of a son or daughter of the employee and the care of such son or daughter; the placement…

parent literally had nothing to do with a biological child in order for the child to take advantage of the Family and Medical Leave Act to care for that parent.
The family Medical Leave Act (FMLA) gives no determination that states that the known relationship or lack thereof between the child and parent will determine the child's ability to use FMLA to care for the parent. Any employee can request FMLA regardless of if the child had nothing to do at all with the biological parent. The FMLA provides the employee with up to a maximum of twelve weeks of un-paid, job-protected leave for one of the following reasons:

Care of a spouse, daughter, son or parent with serious health conditions

Due to an employee's inability to work due to a serious health condition

Placement of a child for adoption or foster care

The birth and care of a newborn child

Specific situations related to…

The ADEA permits employers to favor older workers based on age even when doing so adversely affects a younger worker who is 40 or older" (Facts about age discrimination, 2008, EEOC). The worker was clearly discriminated against for a promotional opportunity based upon his age, despite his superior performance.
All of the available evidence suggests that Employee B. was doing superior work in contrast to his younger co-worker. There is a clear 'paper trail' of performance reviews establishing Employee B's superior performance and ability to do a high-quality job. Also, the specific stated rationale for not giving Employee B. The promotion was age. There is no evidence that taking the promotion required qualities only a young person might have (such as the agility required by a dangerous occupation, or an occupation based upon physical strength).

In some instances, regarding benefits, employers may have some discretion under the ADEA. For example, in…

If a 68-year-old employee receives an above average review on her work performance and doesn't receive a raise, and then finds that an employee who is 32 years of age receives an adequate performance review and gets a raise and a promotion the older employee has a strong case for age discrimination.
A violation of the employment act has occurred because it is reasonably expected that the above average rating would get the raise and promotion before the adequate rating. In this case, the company has basically set themselves up for a lawsuit in which they stand a strong chance of losing. The employee's proof is in her above average ratings on her review. The employer must come up with a valid reason as to why she was not promoted over the younger employee who received lower ratings. More than likely, they will not be able to offer any proof.

Employees…

Ethics, Law Case, Critical Thinking
Title VII of the Civil ights Act permits retaliation claims because they help to prevent situations in which workers who are unlawfully discriminated against pursue those discrimination law suits. Were Title VII of this act not to permit retaliation claims, then there is a possibility that egalado would have dropped her law suit of discrimination against the company both she and her husband worked for, just so that he could either keep his job or have it reinstated. etaliations claims require inclusion in Title VII of this act to keep employers honest in their dealings with their employees. Thompson was not part of the lawsuit that egalado was formulating (Your textbook, p. 415), yet he was fired as a means of retaliating against her for producing a law suit against the company. Without the inclusion of retaliation claims, Thompson would have unfairly lost a job.

North American…

Gizmo Inc.
Will either of their grievances be heard in court? Why?

Becky's case has a very realistic possibility of being heard in court. This is from releasing her at a time when she was experiencing complication during her pregnancy. In this situation, she can claim that the company did not abide by the different provisions of the law through terminating her employment (after she asked and was initially granted maternity leave). This surpasses the arbitration clause in her employment contract by directly violating the Family Leave and Medical Act. (Cihon, 2013)

Under the law, she can take up to 12 weeks off without having fear of retribution, demotion or suspension. However, in order to be eligible, she must request leave with 30 days prior notification to her employers. Evidence of this can be seen with guidance provided to employers from the Department of Labor which states, "Employees must comply with their employer's…

Job Security
Family Medical Leave Act (FMLA) and Return to Work

Balancing health, home, family, work:

With this purpose, this research paper probes into the methods, mechanisms that policies managers may utilize in the quest to facilitate employee leave and return to work. As this is a subject that deals with policies that may have a resounding impact on the welfare of both the company and it's employees, hence it is necessary that we take into account the psychological and emotional needs of individuals as discussed in the theories of Maslow, Herzberg and McClelland. This proposal shall demonstrate the beneficial aspects of leave policy implementation, as none exists at this point and prove that just a little consideration on the part of the management can turn any company's ventures into a roaring success.

THEORETICAL SUCCESS OF THE PROPOSAL:

Maslow's Hierarchy of Needs:

Maslow's Hierarchy of Needs states that each need must be satisfied in turn starting…

Unintended Limitations on Ada Protections
ADA Protections

The American with Disabilities Act of 1990 (ADA) was designed to prevent discrimination in terms of employment (Title I), telecommunications (Title IV), and public services (Title II), transportation (Title II), and accommodations (Title III), for persons with physical and/or mental disabilities (EEOC, n.d.; Disabled World, 2009). Employers and public establishments are required under the ADA to make accommodations for persons with disabilities, unless it imposes an undue hardship. To ensure compliance, a large number of different federal agencies act as enforcers of the ADA provisions.

The ADA defines a disabled person as anyone who is prevented from engaging in a major life activity, either currently or historically, or is perceived by others as being limited in this way. The latter criteria was intended to be one of three primary routes for bringing a discrimination suit to court, resulting in the 'regarded as' disabled test to prove…

Employment Law Policies for XYZ
Describe and explain all the possible employment laws that could govern the employment at XYZ.

Job discrimination. Title VII of the Civil ights Act of 1964 prohibits hiring, firing or pay discrimination based solely upon a person's race, religion, sex or national origin. It also prohibits sexual harassment. Employees and applicants must be treated equally and harassment will not be tolerated.

Age discrimination. The Age Discrimination in Employment Act prevents discrimination against applicants or employees older than 40 because of their age. A person's age or proximity to retirement cannot be taken into account when making decisions on hiring, firing, pay, benefits or promotions.

Disability discrimination. The Americans with Disabilities Act (ADA) prohibits job discrimination against qualified people with disabilities who can reasonably perform a job's function. If hired, managers need to work with H to help create reasonable accommodations for disabled employees.

Overtime/minimum wage. The Fair Labor Standards Act…

posted: Perform a literature search a human resource law policy. Some topics absenteeism, work place injury, Americans Disabilities Act 1990. Describe law policy a workplace choosing demonstrate compliance .
Human esource Law Policy -- Absenteeism

The role of the human resource has been gradually increasing throughout the past recent years and this is due to a wide array of changes which impact the business community. One of the most relevant examples in this sense is represented by the shift in global operations in that more and more companies and countries come to generate large GDP proportions from services, rather than industry or agriculture. In such a setting then, the employees represent the intellectual capital of the firm, the creators of value and as such the most important organizational asset (Beckford, 2007).

In order to best deal with the employees, business agents across the world develop and implement several policies aimed at improving…

decision will need to be made about the future of each one. Each decision will be supported with an analysis of the situation using the relevant legal framework. In general, companies are allowed to terminate employees if the termination is part of a downsizing, which in this case it is. Naturally, however, the issue of severance will be raised, and must be taken into consideration for each of the employees in question. The format will be a discussion of each individual employee, his or her situation, but then the final decision about who to terminate and how will be conducted at the end of the report. The microbrewery is probably a qualified company, with at least 15 employees, or this discussion would not be taking place.
Employee #1 -- Mike illiams. illiams is a member of a protected group, being Asian. His performance has been above the median, which gives…

However, not all facilities are prohibitively costly. Serenity Lane in Eugene, Oregon, proclaims as part of its marketing and advertising plan that it accepts almost all insurance plans, and trumpets the fact that it offers value deals like the "ExSL (Long-Term Program)" that requires only a relatively modest fee of $6,495 per 30 day period, with a 60 day recommended minimum stay" and "partial financing available and a $500 discount for paying cash up front" (Treatment Costs at Serenity Lane," Official ebsite, 2007). In contrast, a stay of the same duration at the more famous Betty Ford Center is $23,000 ("Programs," the Betty Ford Center, 2007).

Quality forms of rehabilitative assistance exist for individuals in a variety of income brackets. Also, for individuals who qualify, there are Medicaid assistance programs provided by the federal government. However, less costly programs often have longer waiting lists and offer less comprehensive, quality, and discrete…

Workplace discrimination leads to a mismatch between qualified workers and their jobs, and it carries significant economic consequences in the American workplace.
Okechukwu, Souza, Davis and Castro (2014) define workplace discrimination as unfair rules and conditions that impair the ability of group members. It is motivated by inferiority and mistreatment of the disadvantaged group over the dominant group. It is based on races and even occurs among disadvantaged groups themselves. For example, some ethnic groups are favored than immigrant workers. Discrimination does exist with respect to age, gender, and disabilities as well. Though Americans prohibit societal and historical influences among the workers through the Disabilities Act, it does persist. Workplace discrimination is unequal treatment of employees whereas workplace harassment involves negative actions toward a worker with respect to race/ethnicity, gender, etc. Sexual harassment includes sexist behavior, sexual hostility, unwanted sexual attention, and sexual coercion in which one's gender or sex is…

Sociology
Using your sociological imagination, consider structural, social barriers that may account for racial or ethnic discrimination in the workplace.

Institutionalized racism often goes unnoticed, especially by members of the dominant culture. However, there are serious structural and social barriers that may account for racial and ethnic discrimination in the workplace. As Dumaine, Overfelt, Spruell, Tanz & Whitford (2003) point out, there are still significant barriers to achieving great strides in business for non-whites, even male non-whites. obert Johnson notes, "It's hard for African-Americans to borrow money from banks or raise money from venture capitalists," (cited by Dumaine, et al., 2003). Lack of access to financial capital is of course a preliminary structural barrier to achieving success in the workplace. The underlying social barrier is exclusion; blacks are not part of the "good old boy" club, which continues to characterize social structures in the workplace (Johnson, cited by Dumaine, et al., 2003).…

2) states:
An eligible employee shall be entitled to a total of seven days of leave because of the death of a parent, spouse, son, daughter, or person for whom the employee serves as designated representative... If the deceased died in the line of duty as a member of the uniformed services. Such leave is intended to permit the employee to prepare for or attend the burial ceremony of the deceased member of the uniformed services and may be paid or unpaid leave.

Conversely, however, the United States Federal government presently has no laws in place to similarly (or otherwise, in comparable and appropriate ways) formally acknowledge and honor the passing of federal government personnel other than military personnel.

According to U.S. Code Title 5, Part III; Subpart E; Chapter 63; Subchapter II (2005), the federal government does in fact authorize, according to three separate sections of Title 5: (1) Sec. 6321,…

Family and Medical Leave Act (FMLA) was passed as a reflection of the needs of the modern workplace in which dual career households are often the norm and parents must often balance the demands of work and caring for children and aging parents. The FMLA allows certain classes of employees "unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave" ("FMLA," 2015). Up to 12 workweeks of leave every 12-month period is covered by the Act for the birth and care of a newborn; the placement of an adoptive child or foster child; caring for a close family member with a serious health condition; the employee's own serious health issue or a family issue which arises "out of the fact that the employee's spouse, son, daughter, or parent is a…

Total ewards Package StrategyIntroductionInitially known as Mills fleet farm, Fleet farm, and home is an American company with about 47 stores located in different regions like North Dakota, Iowa, Minnesota, South Dakota, and Wisconsin. Its headquartered in Appleton, with its central distribution center in Chippewa Falls. The companys stores are of multiple sizes, from large stores to small hardware store formats (Hiles, 2009). The company deals with household items, fishing, hunting equipment, licenses, automotive goods, small appliances, toys, footwear and clothing, pet suppliers, farm suppliers, food, tools, sporting items, lawn and garden supplies, and paint, among others. Several company sites also have a car wash, gas mart, and auto services. After over 60 years in business, the company has become the most trusted brand in retail.Subsequently, Fleet Farm and Home are concerned about its total rewards package. Most store supervisors and the majors have worked with the company for over…

These figures dwarfed what other big businesses paid for discriminatory practices. These businesses included Texaco, Inc.; Shoney's, Inc., Winn-Dixie, Stores, Inc.; and CSX Transportation, Inc. Critics saw Coca-Cola's settlement as signaling a major breakthrough among big businesses as coming to terms with diversity in the workplace (King). ecause the company has been a leader in many areas, these critics regarded it as setting an example of greater openness to promotions across races of employees (King).
Settlement terms included $23.7 million as back pay; $58.7 million as compensatory damages; and $10 million as promotional achievement award fund distributed to the complainants. A remaining $20 million went to attorney's fees and $36 million to the implementation of internal program reforms. Coca-Cola would also create an external, seven-member task force to insure that the terms were complied with and to oversee the company's diversity efforts (King).

According to Social Networks. - Connections in a…

Maryland Labor Laws
INTRODCUTION

A knowledgeable and well-trained human resources department in any organization is a very valuable asset due to the scope and importance of employment relations and the effects that those relations have on the profitability of that organization. New laws and regulations regarding employee relations appear often and the ability to manage these rules and regulations is mandatory if that business desires to be successful. The purpose of this essay is to explore a specific human resources issue and design a plan to address the problems that may arise from this issue.

This essay will examine the important circumstances that arise when dealing with employees with disabilities. The human resources plan presented in this example will address the issue of an introduction of new technology for employees who may experience physical limitations. Before detailing the plan, I will list and describe the federal and Maryland state laws that are pertinent…

Workplace discrimination can be understood as an inappropriate, unjustifiable treatment towards a person or a set of people at the workplace. Such undesirable treatment is based more often on people's race, ethnicity, age, marital status, sex or other describing characteristics (Australian Human Rights Commission, n.d). Workplace discrimination can give the impression of a repudiation of particular civil liberties, neglectful treatment, deliberate undervaluing of an employee's character or work outcomes and attainments. Workplace discrimination is not only done by the employee but by the fellow employees or peers and other superiors as well. Workplace discrimination, although often not as blatant as in previous periods, continues to proliferate across organizations and on a global level. Fittingly regarded as modern discrimination, discriminatory behavior in the present day is time and again categorized by elusive and clandestine behaviors that can edge below regulations and organizational guidelines (Marchiondo et al., 2015). Types of Discrimination in the…

To be eligible for FMLA an employee must have a condition that makes him or her unable to perform their essential job function" (Vikesland, 2006). Previously-existing amendments to the Civil ights Act prohibited discrimination against women based upon pregnancy and the Equal Pay Act (EPA) of 1963 mandated equal pay for women and men doing the same work (EEOC, 2011, Official Website).
Protected groups can allege they have been the victims of discrimination based upon charges of disparate treatment and disparate impact. Disparate treatment means that the worker was denied opportunities or advancement based upon his or her membership in a protected category because of the explicit intention of the employer, such as a sexist employer that openly discriminates against women. Disparate impact cases, in contrast, refer to discriminatory policies that have a disparate impact upon a particular group of employees (Payne 2009: 60). For example, an employer might require…

While pregnancy per se is not a permanent condition, there are long-term consequences of the state. (M kel, 2005) the issue of work/life balance and quality of life can become important factors in the life of the female employee. Many organizations also tend to have the perception that women with children will be less focused and dedicated to their work. (Kidwell, 2001) the idea that the man is the bread winner and the woman the nurturer is still the main stream value. Although women have been in the workforce since the industrial revolution, in the past they exited the workplace after a child was born and returned only much later. In the past few decades however, women are less likely to want to leave the workforce. Many factors have impacted this decision -- higher standard of living, single mothers, lower wages and fewer opportunities to return back after an extended…

At the same time, occupational segregation still exists in management positions. Part of the problem is that men are able to devote much more time to their career advancement vs. women who have to also consider raising a family and bulk of the responsibilities of that family. At the same time, however there are now many more women who have created role reversal than ever before, becoming the breadwinners within their nuclear family. The glass ceiling primarily exists because there is still exclusivity in the hiring process. Since the job of management hiring is typically sourced to executive search companies, many times such search teams do not include women because of the extra concerns associated with them. As a result, the only method by which many women in management have taken is to remain loyal within their corporate environment until they can climb the corporate ladder. This strategy grants…

The federal spending cuts that have severely impacted VentaCare's bottom line will not be rescinded until the budget deficit, debt ceiling, and sequester crises are resolved, and with at the current rate of political progress in Congress, the loss of financial support may as well be considered permanent. To that end, Allison should be exacting in her appraisal process, forgoing any concern over individual employee grievances in order to focus fully on returning VentaCare to economic viability.
3.) What are some benefits Allison should consider changing or eliminating? Why?

With federal law only mandating the provision of unpaid leave days in the event of vacation, holiday, or illness, Allison should consider amending VentaCare's benefit policy to provide each employee exactly one-half of their leave days to be paid, with the other half becoming unpaid leave days. The financial condition of the company means that Allison cannot abide the practice of paying…

FCC & EEO
Federal Contract Compliance & EEO

Many foreign cultures associate the words United States of America with the vision of freedom and equality. People of many different races, disabilities and creeds have come to the United States seeking the impartiality upon which this country was founded. owever, the road to these favorable conditions of today has not been easy. The relentless pursuit of equality by Americans is written in history more than once. The most famous struggle for equality is Thomas Jefferson's Declaration of Independence. When the British began pressuring the American Colonies for more taxes, and generally becoming prejudiced, the colonists began writing poetry, drawing political cartoons, and painting patriotic pictures. The founding fathers gathered to take initiative to pursue their rights as a new country and as individuals. This paper will discuss the EEO compliance requirements necessary to become a Federal contractor as well as focus on the…

Organization Behavior
Human esource Management Policies of Wal-Mart

Employment Law Wal-Mart

Human esource Management Policies of Wal-Mart

Wal-Mart is a large scale multinational retailer that employs more than 2.2 million employees in 27 countries. The management of this large workforce requires it to implement effective human resource management and employment relations policies at its workplace. Wal-Mart believes in effective recruitment and selection process in order to fill the vacant job positions with the most talented and skillful employees. It uses one way and two way virtual interviewing techniques in order to minimize its heavy recruitment and administrative costs. Wal-Mart generally fills its vacant job positions from the industry through fresh graduate induction and experienced professionals. It trains them through different methods in order to make them learn the most advanced knowledge related to their job responsibilities.

The Wal-Mart workforce consists of individuals from different cultures, nationalities, and races. In order to manage this culturally dispersed…

Other polices that are in use in organizations include five day work week, flextime, family leave, and employee assistance programs and turn over intention. The policies include the government-mandated Family and Medical Leave Act which stipulates that an employee is provided with 12 weeks of unpaid leave of absence for family or personal needs, and discretionary policies offered by the organization voluntarily.

Family leave policies allow employees to be away from their workplace for a varying period of time because of family responsibilities. However some specific polices for time away from work for maternity, paternity or adoptions are at the discretion of the employer in different organization. Family leave policies differ between organizations or employers. Female employees are however entitled to have a minimum of 10-week maternity leave in case of pregnancy.

1.2.2. hat are the aims and objectives of the policies?

The need for family friendly policies is to give parents a…

Tose additional taxes are determined at te local level, but Clark County does not impose tose additional taxes. Indiana is also one of te states tat impose state income taxes; terefore an employer in Indiana must prepare witolding information for its employees. Te general requirements of state income tax witolding in Indiana may be found in Ind. Code § 6-3-2.
Finally, in Indiana, business licenses and permits are a matter of local and county law, and tose requirements will be examined in te local law section.

Labor and wage issues are of major concern to employers and are covered by a wide range of laws, ranging from occupational safety issues to weter or not an employer can loan an employee money. An employer must understand all of tese laws in order to be in compliance wit state labor laws. Indiana maintains a state minimum wage, wic is governed by Ind. Code…

industrial management continues to remain competitive. As the economy changes over time, the field of industry follows suit. Industrial managers are charged with maintaining productivity and profits regardless of the economy. In addition, they are responsible for maintaining the workforce at its optimum performance level.
One thing that often has a negative impact on the performance level of the workforce, is absenteeism. Absenteeism can create problems in the field of industry in several ways. One of the first problems it causes is a slow down in production. If there is a problem with absenteeism and a significant number of employees are calling out sick it can be detrimental to the production of product. In addition, when people call out sick, temporary workers are often brought in and they must be quickly trained and try to keep up production speed. This training can be costly and their lower level of performance…

legal framework which provides the foundations for the American system of labor / management relations.
The state of labor / management relations today is very different than it was 100 years ago. Workers can actually reason with their employers and, more than anything else, employers often find themselves at the mercy of employees (due to the unions) and having to kow tow to their demands. This has both negative and positive ramifications.

The history of the labor / management relations synthesis started in the 1860s when the Industrial Revolution created a surplus of labor and competition between factories for workers. Few laws had existed for workers and employers had been cheap with their wages. Unions had existed in the past and workers had often been fired from unions. In fact, workers who had banded together had been perceived as criminals.

The first national union that succeeded, the Knights of Labor, organized political…

Training Job Aid
Job Benefits Training Aid

Pay Plans

equired Benefits

Optional Benefits

EX1 -- Base Salary $20,000 per year

Bonuses

An Additional $800 per year of service

FMLA -- Family Medical Leave Act of 1993. Not equired by companies with under 50 employees.

Healthcare

Advantages -- Provides coverage to excessive medical conditions and financial loss from them.

Disadvantages -- educes the amount of the employee's paycheck

Base Salary

$25,000 per year

Bonuses

Additional bonuses for meeting quarterly sales goals as determined by company

Social Security Taxes - Social Security Act of 1935 provides benefits to employees in the case of retirement, disability, death, and survivor's benefits. These benefits are all under different sections of the code.

Vacation

Advantages -- Allows Employee the ability to take time off of work for personal reasons and to refresh themselves. educes work-related stress.

Disadvantages -- Employee not eligible until they have been with the company for 1 year. Vacation does not accrue from year to year, based on anniversary date.

EX2 - Base…

Sex Discrimination in the orkplace
Salomon Smith Barney is one of the world's largest financial brokerage groups, with headquarters in New York City and 500 offices serving more than 100 countries around the world. Recent studies indicate that the financial industry as a whole continues many practices that are discriminatory to women, such as unequal pay as well and discriminatory hiring and promotion practices. This paper examines whether a gender gap in pay and promotion does exist within Salomon Smith Barney and the issues these practices raise from a human resources standpoint. It looks at the deleterious effects these practices could have, both in terms of lawsuits, negative publicity and market/employment competitiveness. Finally, the paper makes recommendations on how the human resources department could help Salomon Smith Barney avoid clams based on sex discrimination in the future.

Studies comparing the salaries of men and women show a dramatic disparity in the salaries…

Role of Law in Business and Society
The functions and roles of law when it comes to business and society are not always understood by the lay person, but those functions are extremely important. The functions related to law and to the application of law are the backbone of how society and economies actually work, and will be reviewed and critiqued in this paper.

The Functions and Role of Law in Business

The law as it applies to business refers to a "…code of conduct that defines the behavioral boundaries for business activity," according to a generalization found in the book, The Legal Environment of Business (Meiners, et al., 2006). Though "law" is a term that is seen as abstract in some contexts -- and though there is no precise definition of law that carries over to many cultures -- the noted former Supreme Court Justice Oliver endell Homes put it this…

Human Resources -- Employee Separation Policies and Procedures
Employee separation is an inevitable aspect of the business world. Careful consideration of the company's core values, stakeholders, legal requirements and financial well-being are all taken into account when preparing a Separation Policy. By establishing and implementing procedures, some of which are followed even before an employee is hired, the company can accomplish employee separation with a minimum of financial, legal and morale risk.

Separation Policy ith Specific Procedures

A Separation Policy must be well-planned and effectively communicated to avoid some common pitfalls of employee separation. Most employees, absent a collective bargaining agreement, are "at will" employees (Zachary, 2008). However, employees still sue under several theories. To avoid successful suits by former employees, the company must take care to treat different categories of employees the same to avoid successful discrimination suits; terminate the employee only for lawful reasons to avoid successful wrongful termination suits and…

Reviewing the efficacy of the organization's compensation practices in retaining good employees, and for compliance with the Fair Labor Standards Act, and conducting random sample of time records is essential good business practice. Of course, the company's benefits must be in compliance with Consolidated Omnibus Budget Reconciliation Act (COBRA) and HIPPA regulations, and all employees must have been notified of the company's Family and Medical Leave Act (FMLA) policy. Finally, there should be effective and established recruitment, grievance, and exit procedures for employees, and these procedures should be clearly communicated to employees in a handbook ("Auditing your HR department," 2007, the HR Team).

hat could or should be done at Interclean to make the move to "organizational effectiveness?"

The first step to maximizing "organizational effectiveness" is to conduct an audit of how the company is doing in terms of its overall productivity. hile before the individual was the traditional unit of HR…

Managing Professionals in Virtual Environment
As technology has evolved, the reality of virtual organizations has begun to take hold in a variety of industries. It is now commonplace for employees to work, at least in part, from offsite. Telecommuting is a reality that has allowed companies to reduce costs, become more competitive, and facilitate happier more productive employees. Virtual employees, or "telework is one of the most radical departures from standard working conditions in the suite of flexible work practices now gaining widespread acceptance." (Daniels, Lamond, & Standen, 2001)

Managing Professionals in Virtual Environment

As technology has evolved, the reality of virtual organizations has begun to take hold in a variety of industries. It is now commonplace for employees to work, at least in part, from offsite. Telecommuting is a reality that has allowed companies to reduce costs, become more competitive, and facilitate happier more productive employees. Virtual employees, or "telework is one…

Job Analysis from 'Undercover Boss'
From the 9th episode, "Subway" of Undercover Boss -- Season 2, two jobs have been identified: Store Manager and Chief Development Officer.

In the episode, Subway's Chief Development Officer (CDO), Dan Fretman goes undercover in order to assist with the development of Subway stores. The position of Store Manager in the episode involves 4 persons who work alongside Dan.

Job Analysis

For Chief Development Officer Position

The central part played by development in the area of strategic business decision-making has given rise to a need for managers who understand the concepts of development as well as gainful applications to processes, products, and services. A number of firms have dealt with the above need by creating the post of CDO or Chief Technology Officer (CTO), in charge of: Monitoring novel technologies and evaluating their capacity to develop into novel services or products; Supervising research venture selection for ensuring the project is…

(Olivia C. Smith, 2002).
One of the leading political Chicana women today is Dolores Huerta; she is the co-founder of the First Vice President Emeritus which belongs to United Farm Workers of America. orn in April 10, 1930, she founded an organization namely Community Service Organization in 1955 and in 1960 she founded Agricultural Workers Association. Later on, she worked with Cesar Chavez and built an organization, National Farm Workers Association which name was changed to United Workers Organizing Committee and afterwards it became UFW in 1966. She made a contract between UFW and Schenley Wine Company for the farm workers who successfully bargained with an agricultural enterprise. Dolores directed a boycott the UFW's national grape for the farm workers to the consumers. In result for this boycott, California table grape industry signed a three years agreement with the United Farm Workers. She is highly politically active and against the…

Introduction Factors related to hospitals and the patient population influence incidents of discharge Against Medical Advice, also known as AMA (Karimi et al., 2014). There is a high rate of discharges against the doctor’s advice after admission into emergency units. There is a need to probe the reasons behind such a trend (Shirani et al., 2010). It should be noted with concern that AMA is a healthcare institutions’ problem across the world because, in cases where children are discharged in such a manner, the blame cannot fall on these children. Children do not contribute to such decisions (Mohseni et al., 2013). Figures show that out of every 65 to 120 discharges from general hospitals across the world, one is a case of AMA. Such action is prone to dire consequences including litigation (Devitt et al., 2000). The scenario is a challenge to physicians across the globe (Taqueti, 2007). It is difficult…

Clery Act
The Freedom Information Act of 2002 reported 2,351 occurrences of forcible sex offenses on campus and 1,670 in residence halls; 2,953 aggravated assaults on campus; 2,147 robberies on campus and 29,256 burglaries also on campus; and 1,098 arsons on campus in that year alone. This was the summary of campus crime statistics released by the U.S. Department of Education (Security on Campus 2004).

This document and national studies reveal the prevalence of sexual assault on both male and female college and university students. In a number of these recent surveys conducted in approximately 6,000 schools, one of four female students admitted to having been subjected to forced sexual contact or forced sexual intercourse and that 90% of them knew their offenders. At the time of assault, 75% of these male students and 55% of the female were either drunk or under the influence of drugs (Security on Campus).

The awareness of…

healthcare problems facing this nation is that of migrant workers, primarily those from Mexico, who work both legally and illegally on this side of the border. While other immigrant populations are also underinsured and under-treated --most notably Asians -- the Hispanic problem is by the far the most significant because of the shear numbers and the structural poverty which create stagnant population pools too large to ignore.
By allowing this problem to continue, we face the more direct health threat of the Mexican migrant worker population becoming a breeding ground for infectious diseases that can spread quickly into the general population. While humanitarian reasons alone should call for our involvement in solving this problem, we should be aware that the problem is an economic one as well. The Mexican workers, especially since the passage of NAFTA, have become an intergral part of the U.. workforce in that they are performing…

The American Nursing Association provides no online policy statement concerning paid sick leave for nurses and it appears that this issue is addressed only collectively through the nurses union with the AFL-CIO.
SUMMARY and CONCLUSION

It is clear that the nursing profession musty be the focus of the health care industry specifically in relation to the proper benefits necessary to sustain nurse practitioners in reducing job turnover in what is a time of a great shortage in nursing with no future projections of this shortage being allayed any time in the near future. Penalizing a sick nurse for not reporting to work is very much like the medical industry cutting off the nose to spite the face. The medical industry must necessarily administer to their own in order that they may administer to the population at large in need of quality health care.

ibliography

Healthy Families Act Introduced in Congress (2005) National Partnership…

Government
The Trafficking Victims Protection eauthorization Act

Final Project / Dissertation

Degree: Juris Doctorate Specialized

Major:

Specialization: Constitutional Law

Full Address:

The Trafficking Victims Protection eauthorization Act

This paper reviews the rights and protection that a state and federal government official provides to citizens that have been the subject of human trafficking crimes. Citizens need the protection of the police and other law enforcement officials to report human trafficking crimes and to protect and assist those that need their assistance. This paper will seek to explain the definition of human trafficking, how it works, victim support, issues with upholding and implementing legislature and the solutions which can be used to satisfy the public.

Table of Contents

Introduction

eview

Elements of Human Trafficking

Victims of Trafficking and Violence Protection Act of 2000

TVPA (2008)

Mann Act

Travel Act

Alien Smuggling, Harboring and Transportation

United States

New York State's Human Trafficking Law

19 FBI Initiatives

Internationally

United Nations Convention against Transnational Organized Crime

The Protocol to Prevent, Suppress and Punish Trafficking in Persons

An Effective esponse…

This is particularly the case in sub-Saharan Africa where clinicians have often come to rely on signs and symptoms alone to make diagnoses." (Nicoll, Walraven, Kigadye, Klokke, 1995)
The laboratory environment is critical to administering testing to determine population rates of HIV / AIDS throughout nations and perhaps continents where the lacking of resources facilitates a substandard environment for care. In the case of the African nation of Mozambique, which perhaps can be understood as a case indicative of the environmental assessment one would find throughout Africa and therefore, can be labelled to be a median statistical nation. A nation representing the median would indicate that half of the population nations that are categorized as resourced deficient, half would be above Mozambique in terms of resource allocation and half would fall below.

esearch into the quality of HIV / AIDS case-detection and case-reporting system in Mozambique was conducted by (Chilundo, Sahay,…

The CDC has provided almost $7 million in funding to establish DPPs for research purposes, which means the number of pre-diabetes individuals helped by these programs will be very limited (CDC, 2012). While these programs will probably provide free or nearly-free diabetes preventive services to a large number of individuals, most underserved patients will not benefit from these programs.
S. 452 is worded in such a way that establishing DPPs under Medicaid will be optional for states (Sebelius, 2010). As of 2010, 43 states covered the expense of screening Medicaid patients for diabetes, but only 13 states provided reimbursement for obesity preventive services. This suggests that states are willing to pay for screening, but not preventive services like lifestyle interventions; however, if only a few states implement DPPs for Medicaid recipients, this will provide a proof-of-principle experiment in a real-world setting and establish the overall healthcare savings such programs can…

rise of advanced technologies in the medical field, especially those that sustains life, has brought issues in the ethics and morality of those involved in the field of medicine. Most significant to these issues is the practice of Euthanasia on patients diagnosed to have no chance of surviving and regaining life after any treatment has been implemented. In view of the issues on Euthanasia, this paper aims to present a discussion of this medical practice by analyzing the stands and views of Ned Cassem, James Rachel, Sidney Hook, and Leon R. Kass. This paper also aims to explain the meaning of "good death" as mentioned by Ned Cassem.
On many medical books and dictionaries, "euthanasia" or "mercy-killing" is defined as ending a life of a terminally ill patient by ways such as removing life support machines or stopping treatments that somehow prolongs life. The basic reason why euthanasia is performed on…

Non-Discrimination Issues
esource

Non-discrimination is the act of treating people in fairness without prejudice. Non-discrimination policies are laws that prohibit discrimination in cities, state, schools, universities, colleges and workplaces. Federal laws and state laws forbid discrimination in employment. Different states have different rules in place to guard against discrimination, example, the California Fair Employment Practices Act prohibits discrimination in employment on the grounds of religion, age, sex, race, color, medical condition, physical handicap, marital status, and national ancestry or origin, and this applies to all employment agencies, employers and labor organizations. Federal 1964 civil rights act Title Vii (42 U.S.C. Section 2000e-17) prohibits discrimination in employment because of religion, sex, race, color or national origin. This applies to all employers that are in-charge of at least 15 workers on each working day.

Apart from these two laws which serve general application, there are other State and Federal laws that forbid employment discrimination in…

Fault: An Alternative to the Current Tort-Based System in England and Wales
The United Kingdom

statistics regarding claims

THE NATIONAL HEALTH SYSTEM

OBSTACLES TO DUE PROCESS

THE CASE FOR REFORM

THE REGULATORY ENVIRONMENT

THE RISING COST OF LITIGATION

LORD WOOLF'S REFORMS

MORE COST CONTROLS

THE UNITED STATES

PAUL'S PULLOUT

THE INSURANCE INDUSTRY

TORT REFORM IN AMERICA

FLEEING PHYSICIANS

STATISTICS FOR ERROR, INJURY AND DEATH

THE CALL FOR REFORM IN 2003: A FAMILIAR REFRAIN

THE UNITED STATES SITUATION, IN SUMMARY

NEW ZEALAND CASE STUDIES

THE SWEDISH SCHEME

COMPARISON: WHICH SYSTEM IS BETTER?

FIRST: UNDERLYING DIFFERENCES

TALKING TORT: AMERICAN PECULIARITIES

AMERICANS CONSIDER NO-FAULT

BRITAIN CONSIDERS NO-FAULT

CONCLUSION

Works Cited

Appendix A THE UNITED KINGDOM

INTRODUCTION

At issue is the economic effectiveness of tort law in the common law legal system of England and Wales, as applied to medical and clinical negligence and malpractice cases. In response to economic concerns and a continual rise in cases, an examination of the consideration of a proposed no-fault alternative to the current system is underway. We will explore the basis of the current system, the…

Healthcare Systems
healthcare system is regarded as one of the most expensive across the globe though it underperforms as compared to other developed and/or advanced countries. The states of America's healthcare system relative to its costs have attracted considerable attention from policymakers, health experts, and business leaders. These various stakeholders continue to look for viable means of improving and reforming the system in order to enhance its efficiency and improve performance. One of the major ways towards this process is comparing the U.S. healthcare system with those of other countries in terms of costs and efficiency. This article compares the American healthcare system with that of Canada and Germany with regards to costs, services provided, and outcomes like infant mortality and insurance coverage.

United States, Canada, and Germany Health Care Systems

As previously mentioned, the American healthcare system is the most expensive throughout the world though it significantly underperforms across many performance…

Benefit Plan Design Analysis
Select and profile an organization for the benefit plan

Extraordinary and above average people are recruited by ABC. Their task force possesses a number of exceptional skills and many of them are graduates of top universities or possess professional qualifications. One of the most interesting things about ABC is that it is continually trying to make the organization host to an increasingly global platform that employs people coming from various nationalities and cultures. This way, it makes sure that the creme de la creme of the task force is employed in the organization that is not afraid of taking on challenges. Also, the organization then comes up to their expectation by providing a healthy and competitive corporate culture.

Staff that is new to the ABC organization undergoes a series of sessions whose themes range from personal mentoring to formal training. The training is imparted by their colleagues who have…

Office Depot is a retailer of office supplies, operating in 53 countries around the world, but with a primary focus on the American market. The company is relatively young, having been founded in 1986 in Fort Lauderdale (OfficeDepot.com, 2011). The company competes as a "category killer" in office supplies, with a focus on a cost leadership business model (QuickMBA, 2010) that relies on high volumes and low margins for success. The company's success in general relates to its ability to execute this business model and to the broader macroeconomic conditions. It has approximately 40,000 worldwide employees. Most of these are low-level retail workers. At the managerial level, it is critical for Office Depot to have a high level of competency, because the managers are responsible for the effective implementation of the company's broad strategy.
This paper will focus on the role that human resources plays in the success (or lack thereof)…

As such, their rights to equal employment got infringed.
According to the at&T management, the measurement of employee performance got pegged on the productive days worked. As such, consideration for pregnancy leave as a requirement did not meet levels for consideration. In this case, any leave beyond the stipulated thirty leave days did not qualify to receive service credits. The exploit of this management tool by the management was to ensure that employees worked within timelines and attendance to chores received first priority (at&T Corporation, Petitioner v. Noreen Hulteen et al., 2008).

The analysis criteria for determination of adherence to the policy involved recording and counting of the total leave days taken by an employee (Noe, 2011). The superiority of this criterion ensured that each leave day got recorded either as personal or disability leave. The only leaves available consisted of personal and disability leaves. Pregnancy leave got treated as personal…

Economic Motivators for Employers on Employment ates for People With Disabilities in Atlanta
Qualitative esearch

Quantitative esearch

Definition of Disability

Statistics for Individuals with Disabilities

Effects Of ADA On Persons With Disabilities

Economic Motivators for Employers Hiring People with Disabilities

Factors Affecting Economic Motivators for Employers

Lack of Information and Knowledge egarding Economic Motivators

Misconception about Individuals with Disabilities

Inaccessible Hiring Strategies

Conflicts with Existing Programs

Lack of Appropriate Planning and Difficulties in implementations Economic Incentive Programs

Unemployment Among People with Disabilities

Summary

Conclusion

CHAPTE III: METHODOLOGY

Introduction

Qualitative esearch

Quantitative esearch

esearch Design

Variables

Selection of Participants

Complete description of the esearch Participants

Type of Sampling

Instrumentation 52

eliability 54

Validity 55

Appropriateness/rationale for use in the study 55

Ethical Consideration 56

Data Analysis 57

Qualitative esearch Analysis 57

Quantitative esearch Analysis 59

The esearcher's ole 60

Credibility 60

Dependability 60

Transferability 60

Conformability 61

Conclusion 61

CHAPTE IV: ANALYSIS 62

Introduction 62

estatement of Study Purpose 62

Demographic Information of Study Sample 63

Section 2: The Primary, Secondary and Third Themes for Each esearch Question 63

Section 3: Triangulation and Convergence, Corroboration, Correspondence of Qualitative and Quantitative Data 64

Qualitative Findings 65

Survey…

Economic Motivators for Employers on Employment ates for People With Disabilities in Atlanta
Qualitative esearch

Quantitative esearch

Definition of Disability

Statistics for Individuals with Disabilities

Effects Of ADA On Persons With Disabilities

Economic Motivators for Employers Hiring People with Disabilities

Factors Affecting Economic Motivators for Employers

Lack of Information and Knowledge egarding Economic Motivators

Misconception about Individuals with Disabilities

Inaccessible Hiring Strategies

Conflicts with Existing Programs

Lack of Appropriate Planning and Difficulties in implementations Economic Incentive Programs

Unemployment Among People with Disabilities

Summary

Conclusion

CHAPTE III: METHODOLOGY

Introduction

Qualitative esearch

Quantitative esearch

esearch Design

Variables

Selection of Participants

Complete description of the esearch Participants

Type of Sampling

Instrumentation 50

eliability 52

Validity 53

Appropriateness/rationale for use in the study 53

Ethical Consideration 54

Data Analysis 55

Qualitative esearch Analysis 55

Quantitative esearch Analysis 57

The esearcher's ole 58

Credibility 58

Dependability 58

Transferability 58

Conformability 59

Conclusion 59

CHAPTE IV: ANALYSIS 60

Introduction 60

estatement of Study Purpose 60

Demographic Information of Study Sample 61

Section 2: The Primary, Secondary and Third Themes for Each esearch Question 61

Section 3: Triangulation and Convergence, Corroboration, Correspondence of Qualitative and Quantitative Data 62

Qualitative Findings 63

Survey…