Employment laws

Explain the actions that companies should take in order to implement a layoff or downsizing effort that is fair and effective.
Share legal considerations related to employment laws in order to avoid lawsuits from the downsizing process.

The two reply posts to your fellow students must be similarly substantive in manner and address two of the following bullets:

Answer a question (in detail) posted by another student or the instructor.
Provide extensive additional information on the topic.
Explain, define, or analyze the topic in detail.
Share an applicable personal experience.
Provide an outside source (for example, a website) that applies to the topic, along with additional information about the topic or the source (please cite properly in APA format).
Make an argument concerning the topic.

Sample Solution

Employment laws

Explain the actions that companies should take in order to implement a layoff or downsizing effort that is fair and effective.
Share legal considerations related to employment laws in order to avoid lawsuits from the downsizing process.

The two reply posts to your fellow students must be similarly substantive in manner and address two of the following bullets:

Answer a question (in detail) posted by another student or the instructor.
Provide extensive additional information on the topic.
Explain, define, or analyze the topic in detail.
Share an applicable personal experience.
Provide an outside source (for example, a website) that applies to the topic, along with additional information about the topic or the source (please cite properly in APA format).
Make an argument concerning the topic.

Sample Solution

Employment Laws

Below is a list of twelve federal employment laws particularly relevant to this course and to public and nonprofit management broadly. For each of these laws, please do the following:

1) Give a general description of the law (include information such as its purpose, prohibitions, and key provisions); and

2) Provide a description of a court case involving the law and preferably a public or nonprofit organization—and the more recent, the better. Appropriately cite all cases and, if possible, include a web link for the article/source.

▪ Age Discrimination in Employment Act (ADEA)

▪ Americans with Disabilities Act (ADA)

▪ Civil Rights Act of 1964, Title VII

▪ Civil Rights Act of 1991

▪ Equal Pay Act

▪ Fair Labor Standards Act (FLSA)

▪ Family and Medical Leave Act (FMLA)

▪ Genetic Information Nondiscrimination Act of 2008 (GINA)

▪ Occupational Safety and Health Act

▪ Patient Protection and Affordable Care Act

▪ Pregnancy Discrimination Act

▪ Whistleblower Protection Act

PART B

Battling discriminatory practices in the workplace—for instance, in hiring, promoting, rewarding,

and administering adverse action—is a central responsibility of public and nonprofit managers (and all

members of organizations for that matter). Thus, it is important for public and nonprofit managers to

well understand the concepts, legal liability, and managerial implications associated with workplace

discrimination.

Within human resource management, discriminatory practices or acts are often discussed as either

intentional (disparate treatment) or unintentional discrimination (disparate impact). For both of

these types of discrimination, please do the following:

1) Provide a detailed explanation (include information such as evidence, tests, defenses, and

protected classes); and

2) Describe/create a detailed example scenario in which this can occur with selection/promotion

practices or adverse action (i.e., formal discipline) in a public or nonprofit organization of your

choice (e.g., a police department, a city utilities division, or a nonprofit social services agency).

Sample Solution

Employment Laws

Below is a list of twelve federal employment laws particularly relevant to this course and to public and nonprofit management broadly. For each of these laws, please do the following:

1) Give a general description of the law (include information such as its purpose, prohibitions, and key provisions); and

2) Provide a description of a court case involving the law and preferably a public or nonprofit organization—and the more recent, the better. Appropriately cite all cases and, if possible, include a web link for the article/source.

▪ Age Discrimination in Employment Act (ADEA)

▪ Americans with Disabilities Act (ADA)

▪ Civil Rights Act of 1964, Title VII

▪ Civil Rights Act of 1991

▪ Equal Pay Act

▪ Fair Labor Standards Act (FLSA)

▪ Family and Medical Leave Act (FMLA)

▪ Genetic Information Nondiscrimination Act of 2008 (GINA)

▪ Occupational Safety and Health Act

▪ Patient Protection and Affordable Care Act

▪ Pregnancy Discrimination Act

▪ Whistleblower Protection Act

PART B

Battling discriminatory practices in the workplace—for instance, in hiring, promoting, rewarding,

and administering adverse action—is a central responsibility of public and nonprofit managers (and all

members of organizations for that matter). Thus, it is important for public and nonprofit managers to

well understand the concepts, legal liability, and managerial implications associated with workplace

discrimination.

Within human resource management, discriminatory practices or acts are often discussed as either

intentional (disparate treatment) or unintentional discrimination (disparate impact). For both of

these types of discrimination, please do the following:

1) Provide a detailed explanation (include information such as evidence, tests, defenses, and

protected classes); and

2) Describe/create a detailed example scenario in which this can occur with selection/promotion

practices or adverse action (i.e., formal discipline) in a public or nonprofit organization of your

choice (e.g., a police department, a city utilities division, or a nonprofit social services agency).

Sample Solution

Employment Laws

Below is a list of twelve federal employment laws particularly relevant to this course and to public and nonprofit management broadly. For each of these laws, please do the following:

1) Give a general description of the law (include information such as its purpose, prohibitions, and key provisions); and

2) Provide a description of a court case involving the law and preferably a public or nonprofit organization—and the more recent, the better. Appropriately cite all cases and, if possible, include a web link for the article/source.

▪ Age Discrimination in Employment Act (ADEA)

▪ Americans with Disabilities Act (ADA)

▪ Civil Rights Act of 1964, Title VII

▪ Civil Rights Act of 1991

▪ Equal Pay Act

▪ Fair Labor Standards Act (FLSA)

▪ Family and Medical Leave Act (FMLA)

▪ Genetic Information Nondiscrimination Act of 2008 (GINA)

▪ Occupational Safety and Health Act

▪ Patient Protection and Affordable Care Act

▪ Pregnancy Discrimination Act

▪ Whistleblower Protection Act

PART B

Battling discriminatory practices in the workplace—for instance, in hiring, promoting, rewarding,

and administering adverse action—is a central responsibility of public and nonprofit managers (and all

members of organizations for that matter). Thus, it is important for public and nonprofit managers to

well understand the concepts, legal liability, and managerial implications associated with workplace

discrimination.

Within human resource management, discriminatory practices or acts are often discussed as either

intentional (disparate treatment) or unintentional discrimination (disparate impact). For both of

these types of discrimination, please do the following:

1) Provide a detailed explanation (include information such as evidence, tests, defenses, and

protected classes);

Sample Solution

Employment Laws, Policies, and Processes

It is your responsibility as the HR Director to create policies regarding pay and benefits for the selected job opportunity, and b) develop methods for both addressing unionization and implementing OSHA regulations. You will present your findings to the Vice President of Human Resources for approval.

In preparation for this assignment, review the following articles on contractors vs. employees and temp workers:

“Distinguishing Independent Contractors and Employees”, located at http://www.law.msu.edu/clinics/tax/IC_Employees.pdf “The Expendables: How the Temps Who Power Corporate Giants Are Getting Crushed”, located at http://Www.propublica.org/article/the-expendables-how-the-temps-who-power-corporate-giants-are-getting-crushe

 

 

 

 

Sample Solution