Free Essay

Hr Task 3

In: Business and Management

Submitted By papermaster
Words 2748
Pages 11
dfjgsdk…...

Similar Documents

Premium Essay

Hr Task 2

...To: CEO Executive Team Subject: RJDT Task 2: Code of Ethics As the Elementary Division Manager it is my responsibility to establish and enforce a Code of Ethics regarding the distribution of whistles. The decision whether to distribute the whistles as scheduled or incur additional cost to reproduce/repackage the whistle involves exercising ethical decision making. According to the quality assurance manager, the whistles have traces of lead above the U.S. legal acceptable limits for children ages 7 and younger and the cost to reproduce/repackage is $100,000. It is my goal to resolve this dilemma in a manner supported by the Toy Company as well as protect the company while fulfilling our obligations. There are three possible decision alternatives to address the problem. Each having advantages and disadvantages along with financial, legal, and ethical considerations: 1. Distribute whistles as-is and on schedule a. The company’s advantage would be honoring the negotiated contract to produce the whistles. b. The disadvantage would be the potential harm to the client due to increased lead. c. The financial consideration would be the company saving $100,000 at the customer’s risk of harm. d. The legal consideration would be the risk for potential lawsuits. e. It would be unethical towards the customer and law to disregard the regulatory limit of traces of lead. 2. Reproduce and repackage the whistles a. The company’s advantage would be ensuring customer confidence in......

Words: 319 - Pages: 2

Free Essay

Hr-Rjdt Task 1

...or ethical beliefs influences their ideals (principles of right and wrong), which may be upheld by traditional views.3 3. In order to remain in compliance with the laws enforced by the EEOC, it is the employer’s responsibility to “reasonably accommodate the religious practices of the employee (or prospective employee) unless the employer determines that such an accommodation would result in undue hardship on the conduct of its business”4. 4. R. Sendak’s adherence to her religious belief or practice, irrespective of the motivation, is considered “religious” under Title VII, for which MTC is being held liable for failing to accommodate requests related to the employee’s religious beliefs, leading to Sendak’s constructive discharge (legal justification to resign). Review into Compliance with Employment Laws As a result of our extensive review of the claim, and related MTC policies and practices, we do not find that MTC is in violation of Religious Discrimination under Title VII based upon the following: 1. The decision to extend production shift work to weekend rotating shifts (including Saturdays and Sundays) was a result of a 47% growth in sales during 2008, 2. All production staff were informed of the new shift policy (outlining the extended work hours based upon production demands) 4 weeks prior to starting the 4-12 hour rotating shifts, 3. Production Managers were required to obtain a policy-acknowledgment signature by each employee upon becoming......

Words: 886 - Pages: 4

Premium Essay

Hr Task 3 Speaker Notes

...disenchantment with the company. Every employee should have a good assessment of where they rank in the company specific to their performance. It’s more than just a “pat on the back” or in some cases, a “smack on the wrist”. Honest and constructive appraisals, whether glowing or inferior, is owed to each member of our company. By delivering that evaluation in a professional, uninflated and constructive manner you can expect to have a content worker which leads to more production, and ultimately better results to the company. The bottom line for managers is that by delivering effective reviews they create an environment less likely to be susceptible to frequent turn over and can avoid legal issues of discrimination or unfair labor. Slide 3: So what pre-appraisal activities will ensure the performance appraisal process is beneficial to the employee and the company? Imagine a widget production line worker. She starts her shift at 9:00 o’clock. She arrives to her station on time. She does the physical expectations of her job and clocks out at the end of the day at 6:00 o’clock pm. If no professional expectations are given then she has no idea if her performance is adequate, below average or above average. Before a manager should even attempt to provide an official appraisal of her performance a sit down meeting with the employee needs to take place. At this meeting several key elements should be addressed. Specifically, the production minimums required by the......

Words: 4590 - Pages: 19

Premium Essay

Task 1 Hr

...religious beliefs or practices – or lack thereof – in any aspect of employment, including recruitment, hiring, assignments, discipline, promotion, and benefits; (2) subjecting employees to harassment because of their religious beliefs or practices – or lack thereof – or because of the religious practices or beliefs of people with whom they associate (e.g., relatives, friends, etc.); (3) denying a requested reasonable accommodation of an applicant’s or employee’s sincerely held religious beliefs or practices – or lack thereof – if an accommodation will not impose an undue hardship on the conduct of the business; and, (4) retaliating against an applicant or employee who has engaged in protected activity, including participation (e.g., filing an EEO charge or testifying as a witness in someone else’s EEO matter), or opposition relating to alleged religious discrimination (e.g., complaining to human resources department about alleged religious discrimination). (EEOC Compliance Manual, 2008) In the alleged suit, paragraph #3 above is the closest violation that could be argued. We were not given notice of a conflict of a company policy with the employee’s religion. Since we were not given notice we were not allowed an opportunity to offer a reasonable accommodation. Our company made a generalized, broad plan of working hours and schedules. We did not single out one individual or a group of individuals. The revamped......

Words: 3212 - Pages: 13

Premium Essay

Hr Task 1

...Human Resources JDT2- Task 1 Sandra Emeott 4/18/2011 Introduction: Many would argue that one of the most influential pieces of legislation passed to date is the Civil Rights Act of 1964. Title VII of this act prohibits employment discrimination on the basis of race, color, religion, sex, or national origin. It is critical for managers and employees in organizations to have an understanding of equal employment opportunity (EEO) laws to ensure that both employees and managers are protected. Scenario: During your third week as the elementary division manager at a toy company, the company attorney notifies you that a former employee has filed a case against the company under Title VII of the Civil Rights Act of 1964, constructive discharge, after a work schedule policy change. The employee, who quit after the policy change took effect, is alleging that the enforcement of the company’s new policy on shift work is discriminatory because the policy requires employees to work on a religious holy day. In the past, production employees worked Monday through Friday. As a result of company growth, the production schedule was changed at the beginning of the new year, requiring employees to work 12-hour shifts with four days at work and then four days off. The four work days can occur any day of the week, Monday through Sunday. The entire production staff is required to work this rotating shift. Office staff members, however, work from 8:00 a.m. to 5:00 p.m., Monday through......

Words: 4388 - Pages: 18

Premium Essay

Hr Level 3 Cipd

...1.1 Explain the knowledge, skills, and behaviours required to be effective in an identified HR or L&D role. The CIPD have developed an HR Profession Map (HRMP) that sets the standards for all HR professionals in order to be effective within their role. It is designed to help guide professional development within HR and focuses on 10 professional areas, and 8 behaviors essential to excellent HR practice. It spans across 4 bands, progressing from an entry level HR position such as administrator at band 1, to HR director at band 4. The HRMP identifies two core professional areas “that sit at the heart of the profession and are applicable to all HR professionals”(CIPD website) Insights, Strategy and Solutions, and Leading HR. Insights, Strategy and Solutions - This area deals with the professional’s understanding and insight into an organisation. Through knowledge of how the business works an HR professional can put into practice strategic solutions to effectively manage an organisation’s specialist requirements. Leading HR - To effectively lead in HR one must act as a ‘role-model leader’. This includes developing yourself professionally, whilst also leading, supporting, and tracking others development. Adding value and making a positive difference with the organisation, and then evaluating this impact is also pivotal within this area. The remaining 8 professional areas cover specialist activities and knowledge that include: Organisation Design, Organisation...

Words: 2475 - Pages: 10

Premium Essay

Hr Jdt2 Task 1

...Western Governors University MBA / Human Resources – JDT2 – Task 1 MEMO TO: Arnita Hudson, CEO FROM: Heather Barth, Elementary Division Manager DATE: March 6, 2014 RE: Title VII Claim A) After implementing the new 12-hour / 4-day production shift policy, an employee quit and filed a constructive discharge claim with the EEOC. Constructive discharge is an illegal discriminatory practice in which an employee is forced to resign because of an alleged unbearable work environment. Constructive discharge as a legal concept is relevant to our situation in that an employee has quit, alleging religious discrimination. There are legal arguments that must be proven by the accuser in order for a constructive discharge charge to be upheld. “To constitute a constructive discharge, the employer must deliberately create intolerable working conditions, as perceived by a reasonable person, with the intention of forcing the employee to quit and the employee must actually quit.“ (MOORE v. KUKA WELDING SYSTEMS, 1998) The burden lies on the employee, who must establish that working conditions were so difficult that they were obliged to resign because of a 1) discriminatory reason or 2) reason contrary to a well-defined civic policy such as Title VII of the Civil Rights Act of 1964. Title VII of the Civil Rights Act of 1964 prohibits an employer from refusing to hire, from firing, or discriminating against a worker in any way based on race, color, religion, sex, or national origin.......

Words: 1915 - Pages: 8

Premium Essay

Hr Task 1

...HR Task 1 Regarding the case filed by our former employee against our company under Title VII of the Civil Rights Act of 1964, constructive discharge, I would like to depict the legalities of constructive discharge. A. A constructive discharge takes place when an employee believes that working conditions are intolerable; therefore is compelled to resign. In order for constructive discharge to be established; either of the following must be determined: -Evidence of intolerable working conditions are present, therefore a practical employee is forced to resign. - Evidence of the employee notifying the employer the intent to resign because of intolerable working conditions and the employer is unresponsive to the employee’s concern. - Evidence of improper conduct, including violent, sexual or discriminatory harassment by the employer. - Evidence of independent contract changes by the employer, which include pay cuts, hour changes, delayed wages, refusal of holidays and suspension without pay. Constructive discharge as a legal concept is relevant to the case of the former employee filing a claim against the company under the Title VII of the Civil Rights Act of 1964. This former employee filed a claim against the company for the reason of the alleged enforcement to the company’s new shift policy. B. There are several areas mentioned in Title VII of the Civil Rights Act of 1964, which pertain to this scenario. Under Unlawful Employment Practices, SEC.......

Words: 931 - Pages: 4

Premium Essay

Task 3

...Proposal for Online Business Expansion Part – Website Design Cost Estimates Self-Regional Healthcare “Get Fit For Your Self “ is a small Healthy Living Program located in Greenwood South Carolina. The program would like to reach more individuals in the seven counties that it serves and improve their health. The program has exceptional outcomes and customer services ratings. Currently “Get Fit for You “does not have an online strategy or a website and would like to expand its program. {Task 1 &2} have discussed the development on an online strategy for Get Fit for Yourself. This section will provide a sitemap for the website “Get Fit for Yourself” and a design for three mockup pages. The last section of this overview will provide projected web development costs and ongoing maintenance costs. Part C: Online Business Expansion and Estimated Costs Get Fit for You will use Volusion as it platform to host its website. Volusion’s ecommerce solution‘s mini plan that will have a monthly fee. This plan will provide the online store, shopping cart, checkout and 24 hour customer service. Volusion offers website design package allowing use of current logos and materials .The package includes ongoing changes to the website. This will give Get Fit for you current logos and materials. Volusion also offers search engine optimization (SEO) tools to help customers to be able to easily find the website. Volluiosn only fully integrates with Authorize. Net and this will provide......

Words: 258 - Pages: 2

Premium Essay

Hr Task 1

...discriminating against her, was forced to resign. It was the Courts, not Congress that first crafted the constructive discharge concept to prevent an employer from "doing constructively what the act prohibits his doing directly." (NLRB v. Holly Bra, Inc., 1969). The former employee “constructive discharge” which is a way to help an employee who has quit a job due to the working conditions the employee had to deal with while at the job site. In this particular case, the employee can use “constructive discharge” due to the company changing the scheduling policy and having to work on religious holidays. The employee would have to show proof the employee felt the conditions of her work place were intolerable for her needs. A new technology, that HR Managers are using to ensure that each employee is treated fairly and not being discriminated against is rotating schedules. The rotating schedule means that each employee is scheduled equal amount of off days “Saturday and Sunday” The company needs to grow the business and expand the hours the plant is running and rotating is an easy way to distribute the work load on the weekends. If the former employee wins this lawsuit against the company for religious discrimination the company will be required to pay the former employee back all loss wages. An employee, must reasonable accommodate an employee’s religious beliefs and practise under the CRA unless the employer can show how this change will show proof that it will cause......

Words: 1547 - Pages: 7

Free Essay

Hr Task 1

... Human Resources Task I Western Governors University May 19, 2014 2 A. Constructive discharge as a legal concept is relative to this specific scenario in the aspect of the previous employee quitting because of a perceived evidence of difficult or hostile work environment. A specific event or chain of events, that do not have to be related, can lead to this evidence and elective discharge. In this specific case, a mandated change in scheduling causing an overlap with a religious holy day is the issue at hand. B. A protected category under Title VII of the Civil Rights Act of 1964 that is relevant to the scenario would be religious class. “It shall be an unlawful employment practice for an employer to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual’s race, color, religion, sex, or national origin” (SEC. 2000e-2, 2014). C. The company should respond to the employee’s charge of constructive discharge by first acknowledging the formal charge and then contact their legal team to start building a case to fight the charge. 1. Discuss how three chosen legal references support your recommendation. a. “Employee must show that the intolerable working condition with the intent of forcing the resignation was deliberate” (Dempsey, & Petsche, 2006). As stated in......

Words: 816 - Pages: 4

Free Essay

Hr Task 1

...employees of any religion. The employees chosen practiced religion does not have to be one that is a commonly practiced religion to be considered a religion. Although, the religion of the former employee has not been released, whichever religion he practices is included under the Title VII of Civil Rights Act of 1964. The employee after the schedule changes did not request accommodations to be made to allow him to have religious holy days off. An employee must “an employee who seeks religious accommodation must make the employer aware both of the need for accommodation and that it is being requested due to a conflict between religion and work” (http://www.eeoc.gov/eeoc/publications/fs-religion.cfm). The employee had not made management or HR aware of any accommodations needed because of religious basis. The company was only made aware of the situation after the employee had quit and filed a case against us. Since the employee did not given written notice, we will be willing to honor his requests if he will continue to work with our company. Our company can make the accommodations needed to honor his holy days. To respond to the employee’s charge of constructive discharge we can negotiate floating holidays that can be used for his religions holy days. Our company will be giving all employees three days of floating holidays to use on any day they choose that is available. In the case of Ronald Philbrook V. Ansonia Board of Education (1984), offered various......

Words: 1179 - Pages: 5

Free Essay

Task 3

...Strategic Recommendations for Anne Ewers Regarding the Merger of the Utah Symphony Orchestra and the Utah Opera Company Nanette Riggs 288311 JFT2 Task 2 28 May 2014 RIGGS 288311 JFT2 TASK 2 A1. Financial and Leadership Strengths and Weaknesses of the Utah Symphony (USO). Financial makeup: The majority of income for the USO is generated through ticket sales, individual contributions, business and foundation giving, government grants, and endowment and investment income. The majority of expenses for the USO are orchestra salaries including related benefits and payroll taxes, as well as management costs, and fund-raising expenses such as bad debt charges due to pledges that went unpaid. Strengths: The USO has a historical budget of approximately 12 million dollars, with a net surplus of about $116,000 for years 2000-2001. The USO generates substantial revenue through strong ticket sales, resulting from over 200 performances on a year round schedule. Historically, this amounted to approximately 3.8 million dollars, with a projected increase in the coming year to over 4.5 million dollars. USO also realizes about 25% of its operating budget from grants, and while the amount is projected to dip slightly for the next year, it will remain close to 25% of the operating budget. During a time of financial hardship for the performing arts, the USO realized strong contributions from business and foundation giving of over 4.4 million dollars in the previous year, with projected......

Words: 4868 - Pages: 20

Premium Essay

Task 3

...BMA1 TASK 3 Many companies in the United States as well as around the globe are starting to develop an Entrepreneurship approach in their businesses. Here is a brief summary that identifies some of the entrepreneurial actions that organizations use to create opportunities for innovation. Independent Action Organization can benefit by allowing and encouraging individual employees or teams of employee’s to be creative and pursue new ideas or visions for the organization (Bateman, Bateman, Snell & Snell, 2012). Risk taking Organizations that are willing to take risks and financially invest in new products and ventures, puts them in the position to launch new ideas into their own markets or create new untapped markets before competitors that tend to stay on a proven path are able to do (Bateman et al., 2012). Proactive Organizations that are proactive in addressing potential problems that may arise and see all the possible opportunities are able to create new markets before organizations that tend to be reactive instead of proactive (Bateman et al., 2012). Competitive Aggressiveness Action oriented organizations are driven to take over a market and capitalize quickly. This allows the company to expand and make opportunities for themselves before their competitors in the marketplace (Bateman et al., 2012). Companies that promote entrepreneurial culture, empower employees to pursue new ideas, take risk backing those ideas, are proactive in......

Words: 292 - Pages: 2

Premium Essay

Hr Emo Task 2

...Elle Toys Company Memo To: From: CC: Date: Re: Mat T. Elle, CEO Melissa Weeden, Elementary Division Manager Haus B Row, CFO; Anne Fisher, COO; Eli Price, CIO 12/3/2011 Lead test on elementary whistle. It has come to our attention that during a routine test on the toy collection being prepared for shipment to South Africa, the whistle came back with slightly higher lead levels than the US legally accepted limits. As a major company under the publics’ watchful eye, we have to determine the best route to take and the ethical, legal and financial decisions that the company will encounter. We have three possibilities to consider: 1. Take no action and include the whistles in the toy collection being sent to South Africa, 2. Scrap the whistles made and continue on making new whistles that meet the US standards. 3. Completely scrap the whistles, do not make new ones or include any in the collection. There are many factors to each scenario to consider in the decisions reached. The Choices 1. If Elle Toys Co. decides to take not action and continue to include the whistles in with the toy collections; we need to be ready to back up our decision on a legal, ethical and financial basis. Ethically, the whistles are only slightly higher than the US legally accepted limits for lead in toys for children under the age of 7. We can look further in to South Africa’s legal standards and compare it to the lead levels in these whistles. We can take the ground we are legally following...

Words: 967 - Pages: 4