HRM 510: Business Employment Law Assign 3

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HRM510003VA016-1186-001 - BUSINESS EMPLOYMENT LAW

Week 8 Assignment 3 - Submit Here Melissa Miller on Tue, Aug 21 2018, 8:45 PM

96% highest match Submission ID: 9ee5513e-a381-4a1c-ac79-50360714b0e9

Attachments (1)

Assignment 3 Pay Benefits and Terms and Conditions of Employment.pptx

1 MELISSA MILLER STRAYER UNIVERSITY PAY, BENEFITS, AND TERMS AND

CONDITIONS OF EMPLOYMENT PROFESSOR: Dr. David Fountaine 8/26/18 Recruitment

and selection

2 FAIR LABOR STANDARDS ACT

3 FLSA MINIMUM WAGE: THE FEDERAL MINIMUM WAGE IS $7.25 PER HOUR

EFFECTIVE JULY 24, 2009. MANY STATES ALSO HAVE MINIMUM WAGE LAWS. IN

CASES WHERE AN EMPLOYEE IS SUBJECT TO BOTH STATE AND FEDERAL

MINIMUM WAGE LAWS, THE EMPLOYEE IS ENTITLED TO THE HIGHER

MINIMUM WAGE.

FLSA Overtime: 3 COVERED NONEXEMPT EMPLOYEES MUST RECEIVE OVERTIME

PAY FOR HOURS WORKED OVER 40 PER WORKWEEK (ANY FIXED AND

REGULARLY RECURRING PERIOD OF 168 HOURS — SEVEN CONSECUTIVE 24-

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Assignment 3 Pay Benefits and Terms and Conditions of Employment.pptx Word Count: 3,657 Attachment ID: 224333577

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HOUR PERIODS) AT A RATE NOT LESS THAN ONE AND ONE-HALF TIMES THE

REGULAR RATE OF PAY.

THERE IS NO LIMIT ON THE NUMBER OF HOURS EMPLOYEES 16 YEARS OR

OLDER MAY WORK IN ANY WORKWEEK. THE FLSA DOES NOT REQUIRE

OVERTIME PAY FOR WORK ON WEEKENDS, HOLIDAYS, OR REGULAR DAYS OF

REST, UNLESS OVERTIME IS WORKED ON SUCH DAYS.

The workers should work for a maximum of four hours which runs for one week (Ray and

Sneesby,1998).

There should be the least salary defined by the nationwide with the least salary.

There should be a time and a half for the overtime in all occupations

The relations and engagements of the juvenile must be described in the child labor the decree

defines that child labor is in a decree.

2 THE EQUAL EMPLOYMENT OPPORTUNITY ACT OF 1972

The Act has a reference all the actions to the attorney General who is relied to bring on the law suit.

4 THE ACT PROHIBITS EMPLOYMENT DISCRIMINATION IN ITS PROGRAMS ON

THE BASIS OF RACE, COLOR, NATIONAL ORIGIN, SEX, RELIGION, AGE,

DISABILITY, POLITICAL BELIEFS, AND MARITAL OR FAMILIAL STATUS. 5

ADDED AS AN AMENDMENT TO TITLE VII , IT EXPANDS THE PROTECTION OF

TITLE VII TO PUBLIC AND PRIVATE EMPLOYERS WITH 15 OR MORE EMPLOYEES,

BOTH PUBLIC AND PRIVATE LABOR ORGANIZATIONS WITH AT LEAST 15

MEMBERS, AND EMPLOYMENT AGENCIES.

The Act has a reference all the actions to the attorney General who is relied to bring on the law suit.

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5 THE EQUAL EMPLOYMENT OPPORTUNITY ACT SHOULD SUE ALL THE

FEDERAL COURTS IF A DISCRIMINATION IS FOUND BASED ON COLOR, SEX,

RELIGION, OR ORIGIN.

The Act was added to the laws as an alteration to the Title VII, the Act grow the security of the title

VII to incorporate both open and private bosses with workers of no less than 15 and are appended

to the business offices.

2 LABOR LAWS AND FEDERAL AGENCIES- UNIONS

TODAY MOST LABOR UNIONS IN THE UNITED STATES ARE MEMBERS OF ONE OF

TWO LARGER UMBRELLA ORGANIZATIONS: THE AMERICAN FEDERATION OF

LABOR–CONGRESS OF INDUSTRIAL ORGANIZATIONS (AFL-CIO) OR THE

CHANGE TO WIN FEDERATION, WHICH SPLIT FROM THE AFL-CIO IN 2005-2006.

BOTH ORGANIZATIONS ADVOCATE POLICIES AND LEGISLATION FAVORABLE TO

WORKERS IN THE UNITED STATES AND CANADA, AND TAKE AN ACTIVE ROLE IN

POLITICS FAVORING THE DEMOCRATIC PARTY BUT NOT EXCLUSIVELY SO. THE

AFL-CIO IS ESPECIALLY CONCERNED WITH GLOBAL TRADE AND ECONOMIC

ISSUES (CRAIG, W. LAURENCE, PARK, PAULSSON, 2001) PRIVATE SECTOR

UNIONS ARE REGULATED BY THE NATIONAL LABOR RELATIONS ACT (NLRA),

PASSED IN 1935 AND AMENDED SINCE THEN. THE LAW IS OVERSEEN BY THE

NATIONAL LABOR RELATIONS BOARD (NLRB), AN INDEPENDENT FEDERAL

AGENCY. PUBLIC SECTOR UNIONS ARE REGULATED PARTLY BY FEDERAL AND

PARTLY BY STATE LAWS. IN GENERAL THEY HAVE SHOWN ROBUST GROWTH

RATES, FOR WAGES AND WORKING CONDITIONS ARE SET THROUGH

NEGOTIATIONS WITH ELECTED LOCAL AND STATE OFFICIALS. THE UNIONS'

POLITICAL POWER THUS COMES INTO PLAY, AND OF COURSE THE LOCAL

GOVERNMENT CANNOT THREATEN TO MOVE ELSEWHERE, NOR IS THERE ANY

THREAT FROM FOREIGN COMPETITION.

PUBLIC SECTOR WORKER UNIONS ARE GOVERNED BY LABOR LAWS AND

LABOR BOARDS IN EACH OF THE 50 STATES. NORTHERN STATES TYPICALLY

MODEL THEIR LAWS AND BOARDS AFTER THE NLRA AND THE NLRB. IN OTHER

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STATES, PUBLIC WORKERS HAVE NO RIGHT TO ESTABLISH A UNION AS A

LEGAL ENTITY. (ABOUT 40% OF PUBLIC EMPLOYEES IN THE USA DO NOT HAVE

THE RIGHT TO ORGANIZE A LEGALLY ESTABLISHED UNION).

The law was drafted by the American Federation of labor congress.

1 THE CHANGE IN THE DRAFT WAS MADE TO WIN FEDERATION

The act was drafted to make the policies and legislations which were favorable working conditions

to workers.

The bill was highly opposed by the media.

6 THE PUBLIC SECTOR UNIONS THAT PARTLY APPLY TO THE STATE LAWS, THE

LABOR LAWS AND BOARDS WERE DEFINED BY THE LABOR UNIONS.

The rights of employees as shown in the NLRA GUARANTEES

7 POLL YOUR EMPLOYEES TO DETERMINE THE EXTENT OF THEIR SUPPORT

FOR A UNION, UNLESS YOU COMPLY WITH CERTAIN SAFEGUARDS. YOU MUST

NOT HAVE ENGAGED IN UNFAIR LABOR PRACTICES OR OTHERWISE CREATED A

COERCIVE ATMOSPHERE. IN ADDITION, YOU MUST (1) COMMUNICATE TO

EMPLOYEES THAT THE PURPOSE OF THE POLL IS TO DETERMINE WHETHER

THE UNION ENJOYS MAJORITY SUPPORT (AND THAT MUST, IN TRUTH, BE YOUR

PURPOSE); (2) GIVE EMPLOYEES ASSURANCES AGAINST REPRISAL; AND (3)

CONDUCT THE POLL BY SECRET BALLOT. SPY ON EMPLOYEES' union activities.

("Spying" 7 MEANS DOING SOMETHING OUT OF THE ORDINARY TO OBSERVE

THE ACTIVITY. 8 SEEING OPEN UNION ACTIVITY IN WORKPLACE AREAS

FREQUENTED BY SUPERVISORS IS NOT "SPYING.") 5

The employees should not threaten employees with any adverse consequences, and instead have

the employees understand the benefits of having the employees understand the rules of the game.

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8 PROMISE EMPLOYEES SHOULD THEY CHOOSE TO REJECT JOINING THE

UNION.

The employees should avoid soliciting the grievances from the employees during the union.

Make employs benefits on the employees during the union cases by organizing campaign for the

employees, this is not allowed.

Spying on the union employees, this is also prohibited by the union. The employer does not need to

have a notion that shows that they will prohibit or give a notion that the union activities.

9 UNFAIR LABOR PRACTICES

7 INTERVIEW EMPLOYEES TO PREPARE YOUR DEFENSE IN AN UNFAIR LABOR

PRACTICE CASE, UNLESS YOU PROVIDE CERTAIN ASSURANCES. YOU MUST

COMMUNICATE TO THE EMPLOYEE THE PURPOSE OF THE QUESTIONING,

ASSURE HIM AGAINST REPRISALS, AND OBTAIN HIS VOLUNTARY

PARTICIPATION. QUESTIONING MUST OCCUR IN A CONTEXT FREE FROM

EMPLOYER HOSTILITY TO UNION ORGANIZATION AND MUST NOT ITSELF BE

COERCIVE. AND QUESTIONING MUST NOT GO BEYOND WHAT IS NEEDFUL TO

ACHIEVE ITS LEGITIMATE PURPOSE. THAT IS, YOU MAY NOT PRY INTO OTHER

UNION MATTERS, ELICIT INFORMATION CONCERNING THE EMPLOYEE'S

SUBJECTIVE STATE OF MIND, OR OTHERWISE INTERFERE WITH EMPLOYEE

RIGHTS UNDER THE ACT.

During the interview, prepare the defense in a very unfair labor practices unless there is some

assurances which need to be undertaken

When questioning takes place, it must e within the context of employer free environment and the

questioning must not go beyond what is needful in the same context

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Employees must not e solicited to make a sign or make more than available support for the leaving

the unions or have the union disaffection (M.S. 2 RAY AND M.G. Sneesby.

The employers should not e coerced into appearing on a campaign video for the company

(Raymond, Kirk and Donald, 2001).

Employees should not be video taped while engaging in a peaceful demonstration or any other

peaceful and protected activity.

How discourage employees from being unionizable

7 INTERVIEW EMPLOYEES TO PREPARE YOUR DEFENSE IN AN UNFAIR LABOR

PRACTICE CASE, UNLESS YOU PROVIDE CERTAIN ASSURANCES. YOU MUST

COMMUNICATE TO THE EMPLOYEE THE PURPOSE OF THE QUESTIONING,

ASSURE HIM AGAINST REPRISALS, AND OBTAIN HIS VOLUNTARY

PARTICIPATION. QUESTIONING MUST OCCUR IN A CONTEXT FREE FROM

EMPLOYER HOSTILITY TO UNION ORGANIZATION AND MUST NOT ITSELF BE

COERCIVE. AND QUESTIONING MUST NOT GO BEYOND WHAT IS NEEDFUL TO

ACHIEVE ITS LEGITIMATE PURPOSE. THAT IS, YOU MAY NOT PRY INTO OTHER

UNION MATTERS, ELICIT INFORMATION CONCERNING THE EMPLOYEE'S

SUBJECTIVE STATE OF MIND, OR OTHERWISE INTERFERE WITH EMPLOYEE

RIGHTS UNDER THE ACT.

Communication is the best tool that can help in maintaining the employees at workplace without

unionization. When an employer communicates with the employees about unionization and also

talking about the critical factors

Employers should make their stance on employees very clear, starting from the beginning, it is

important that the employees understand the opinion about the unionization.

The employers need to be pro-workers and not anti-unions

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Employers should run a safe and fair workplace

10 THE COMPANY SHOULD HAVE EFFECTIVE GRIEVANCE PROCEDURE IN

PLACE.

2 ROLE OF LABOR RELATIONS

General Motors: 2 THE COMPANY ON AVERAGE, PAYS MORE TO ITS EMPLOYEES

THAN THE AUTO-COMPANIES WHO ARE NOT PART OF UNIONS. THIS MEANS

THAT ITS EMPLOYEES EXPECT TO PAY MORE IN COMPENSATION. THE

COMPANY BALANCES THIS BY OFFERING FEWER BENEFITS TO EMPLOYEES,

BUT ONLY UP TO A POINT AND MOST EMPLOYEES REQUIRE THE COMPANY TO

OFFER CERTAIN BENEFITS, SUCH AS HEALTH INSURANCE. THE COMPANY ALSO

PAYS HUGE AMOUNT IN COSTS OF NEGOTIATION AND MEETING THE

GUIDELINES OF THE UNION. GENERAL MOTORS ALSO HAS A DETAILED

REPRESENTATION POLICY. UNIONS USE THEIR REPRESENTATIVES TO

NEGOTIATE FOR HIGHER WAGES OR OTHER CHANGES. THE COMPANY IS

INVOLVED IN UNIONIZED INDUSTRIES CREATE REPRESENTATION PLANS FOR

THEMSELVES AS WELL. OFTEN STATE AND FEDERAL LAWS OUTLINE THIS

REPRESENTATION PROCESS SO BOTH SIDES CAN NEGOTIATE WITHOUT BIAS

OR CONFUSION. COMPANIES WITHOUT UNIONS CAN ALSO HAVE

REPRESENTATION POLICIES, BUT THEY ARE RARELY MAINTAINED AS

STRICTLY.

Wal-Mart: 2 THE COMPANY COMPROMISES ON THE HUMAN RESOURCE

POLICIES AND WORK CONDITIONS FOR THE WORKERS. THE EFFECT CAN ALSO

BE SEEN ON THE CHANNEL PARTNERS WHO ARE PUSHED TO PROVIDE

MATERIAL AT LOWEST POSSIBLE COST AND WAL-MART IS ABLE TO DO THAT BY

USING ITS CLOUT OF LARGEST RETAILER AND THE SCALE OF ITS OPERATIONS.

THE FIRM ALSO HAS BEEN CRITICISED FOR ITS GENDER DISCRIMINATION

POLICIES AND RACIAL DISCRIMINATION. THE UNETHICAL TREATMENT OF

WORKERS, FOREIGN PRODUCT SOURCING AND VIOLATION OF

ENVIRONMENTAL POLICIES ARE OTHER AREAS WHERE WAL-MART HAS BEEN

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AXED PUBLICLY. WALMART DOES NOT OFFER HEALTH BENEFITS TO ITS STAFF

MEMBERS WHO WORK LESS THAN TWENTY HOURS PER WEEK. BETWEEN 2005

AND 2011, THE COMPANY HAS SETTLED AN ESTIMATED SEVENTY STATE AND

FEDERAL CLASS ACTION WAGE AND HOUR CLAIMS. THE LAWSUITS COVERED

WAGE AND HOUR VIOLATIONS THAT OCCURRED BETWEEN THE LATE 1990S

AND 2010, INCLUDING UNPAID WAGES AND LACK OF LEGALLY REQUIRED

BREAKS. THIS HAS IMPACTED THE RETAILER ECONOMICALLY AS WELL AS

SOCIALLY. THE CONSUMERS MIGHT WANT TO BUY FROM IT BUT THEY NO

LONGER RESPECT THE COMPANY. WALMART RELENTLESSLY FOLLOWS THIS

STRATEGY BECAUSE ITS BUSINESS STRATEGY DEPENDS ON A GLOBAL SUPPLY

CHAIN TO DISTRIBUTE INEXPENSIVELY MADE MERCHANDISES TO ITS STOCK

SHELVES. THIS ORGANIZATION PUTS PERSISTENT FORCE ON CONTRACTORS TO

CUT CHARGES WHICH OFTEN RESULTS WORKERS IN EMERGING NATIONS TO

TOIL FOR EXTREMELY LOW WAGES AND FOR THIS REASON WHICH THE

COMPANY HAS LOST ITS BRAND VALUE AND IS KNOWN FOR EXPLOITING ITS

EMPLOYEES.

General Motors

The company has a high payroll structure for all the workers

The company decries of the high costs of following the Union guidelines.

Wal-Mart

The company exploited the part time workers giving them little pay.

There are high cost of negotiations on salaries for the workers General motors have constantly

complained of the threat which come from the workers who are represented in the unions.

The labor relations although make the negotiation powers with the workers a bit easier.

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5 EASY VIOLATION OF LABOR LAWS LESS REPRESENTATION OF THE

WORKFORCE

The Union got wind of the lower payroll structure when compared to other companies.

2 RESPONSIBILITY OF THE ORGANIZATION

1. 2 KNOW THE LAW, KNOW YOUR CONTRACTS, AND KNOW YOUR HISTORY:

IT'S ESSENTIAL THAT YOU BECOME FAMILIAR WITH THE UNION LAWS AND

RULES THAT DIRECTLY AFFECT YOUR ORGANIZATION AND TEAM. IT'S EVEN

MORE IMPORTANT THAT YOU KNOW YOUR TEAM MEMBERS' CONTRACTS,

INSIDE AND OUT. THE UNION – AND INDIVIDUALS – WILL REFER TO THE

CONTRACT OFTEN IN NEGOTIATIONS, AND EVEN DURING DAY-TO-DAY WORK.

2. Become "Partners“: 2 IT'S IMPORTANT TO APPROACH THE UNION AS A BUSINESS

PARTNER, NOT AS AN ADVERSARY. YOU WANT TO WORK WITH IT, NOT

AGAINST IT; AND WHEN YOU TAKE THIS APPROACH, EVERYONE CAN BENEFIT.

ONE OF THE WAYS THAT YOU CAN DO THIS IS TO COMMUNICATE OPENLY AND

SHARE IDEAS.

3. 2 FOCUS ON THE POSITIVE: FOSTER A POSITIVE RELATIONSHIP WITH

UNION REPRESENTATIVES BY WORKING WITH THEM ON STRATEGIES THAT

REWARD POSITIVE BEHAVIORS, NOT PUNISH NEGATIVE ONES.

4. Show Respect: 2 RESPECT THE POSITIVE CHANGES THAT THE UNION IS TRYING

TO MAKE, AND KEEP THIS GOOD INTENTION AT THE FOREFRONT OF ANY

CONVERSATION OR NEGOTIATION.

The organizations should know the laws that apply to them. Every company should know their

history as well.

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To quell the problems which might arise with the employees, they should form partnership with the

employees

The company should focus on the good side of having the Labor relations.

Companies should have respect for the employees rights.

INTERNAL PROCESS in managing workplace injuries

2 THE AMERICANS WITH DISABILITIES ACT: YOUR RESPONSIBILITIES AS AN

EMPLOYER WAS PUBLISHED, THE SUPREME COURT HAS RULED THAT THE

DETERMINATION OF WHETHER A PERSON HAS AN ADA "DISABILITY" MUST

TAKE INTO CONSIDERATION WHETHER THE PERSON IS SUBSTANTIALLY

LIMITED IN PERFORMING A MAJOR LIFE ACTIVITY WHEN USING A MITIGATING

MEASURE.

THE AMERICANS WITH DISABILITIES ACT OF 1990 (ADA) MAKES IT UNLAWFUL

TO DISCRIMINATE IN EMPLOYMENT AGAINST A QUALIFIED INDIVIDUAL WITH

A DISABILITY. THE ADA ALSO OUTLAWS DISCRIMINATION AGAINST

INDIVIDUALS WITH DISABILITIES IN STATE AND LOCAL GOVERNMENT

SERVICES, PUBLIC ACCOMMODATIONS, TRANSPORTATION AND

TELECOMMUNICATIONS. THIS BOOKLET EXPLAINS THE PART OF THE ADA

THAT PROHIBITS JOB DISCRIMINATION. THIS PART OF THE LAW IS ENFORCED

BY THE U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION AND STATE AND

LOCAL CIVIL RIGHTS ENFORCEMENT AGENCIES THAT WORK WITH THE

COMMISSION.

THE INTERNAL PROCESS OF THE HUMAN RESOURCE DEPARTMENT SHOULD

TAKE INTO CONSIDERATIONS THE FOLLOWING ASPECTS WHICH ARE

INTEGRAL PART OF THE RECRUITMENT PROCESS:

RESTRUCTURING OF JOB IS VITAL SO AS TO ABIDE BY THE RECRUITMENT

LAWS, MODIFICATION OF THE WORK SCHEDULES TO UNDERSTAND THE

NATURE OF JOB RESPONSIBILITIES, ADJUSTMENT SHOULD BE MADE TO THE

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TESTS AND INTERVIEW MATERIAL TO INCORPORATE LEGALLY ACCEPTABLE,

MAKING THE WORKPLACE CONTUSIVE FOR THE DISABLES PEOPLE TO MAKE IT

MORE FAIR WORKPLACE.

The internal processes may include modification and acquisition of the equipment

The company should manage the par time and modified employee schedules.

The internal process also include training and modifying the policies and other materials

The company should provide the readers and all interpreters for the company.

The company should ensure that the work place should be accessible to the readers.

RECRUITMENT PROCESS

2 HERE ARE A NUMBER OF PIECES OF LEGISLATION IMPACTING THE

RECRUITMENT AND SELECTION PROCESS. They include:

2 EQUAL PAY ACT 1970: THIS WILL MAKE SURE THAT REMUNERATION IS FAIR

AND DOES NOT DISCRIMINATE AMONG CANDIDATES ON THE BASIS OF

GENDER, RELIGION, DISABILITY AND RACE.

SEX DISCRIMINATION ACT 1975: GENDER BIAS WILL BE ELIMINATED AT

WORKPLACE RACE RELATIONS ACT 1976 / AMENDMENT ACT 2000: THIS WILL

DETER THE RECRUITERS TO MAKE LEVEL PLAYING FIELD FOR ALL THE RACES

PARENTAL LEAVE REGULATIONS 1999: THIS MAKES SURE THAT WORK LIFE

BALANCE IS MAINTAINED.

1 INDIVIDUAL MERIT PRINCIPLE: Every individual should be judged on the basis of merit

rather than the outside look

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The recruitment responsibilities should be left to the recruiting arm of the company (Sano, Joelle

and Williamson, 2008)

All resumes to be populated based on the experience of the persons.

The members of the recruitment team should not be subjective which means that they should check

the capability of the employer instead of the outlook and other factors which might cause bias.

2 PROCESS KNOWLEDGE & DOCUMENTATION

It gives information about the wander contract and how it will be required after with respect to

investment and human resource need so time delays and man-hour need can be overseen.

The documentation provides the detailed information about the employees, which can help in

making the informed decision about the employees.

All the parameters regarding the quality of an employee is kept and followed

The documentation provides many risks and precautions which would lead to the project running

as smooth as possible

2 MSDS STANDS FOR MATERIAL SAFETY DATA SHEET

The document is useful to the workers and other safety officers who handle dangerous chemicals.

MSDS are structured to comply with the OSHA standards which have used a set of actions and

many circumstances which could be helpful in hazard assessment and other numerous details.

The list include the various risk issues which are related to the circumstances and actions which are

useful in making the companies concentrate on the examination of their strengths

5 IN SOME DOMINIONS, THE SDS IS REQUIRED TO STATE THE SUBSTANCE'S

RISKS, SECURITY, AND CONSEQUENCE ON THE ATMOSPHERE (US DEPARTMENT

OF HEALTH AND HUMAN SERVICES,1997).

2 NEW EMPLOYEE ORIENTATION AND TRAINING

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THE STATUTORY FRAMEWORK OF THE RECRUITMENT PROCESS NEEDS TO BE

BASED ON THE FOLLOWING PARAMETERS PUT IN PLACE BY THE LEGAL AND

ETHICAL REGULATIONS ENTITIES.

THE STATISTICS ON WORKPLACE INJURIES AND FATALITIES ARE SOBERING

INDEED. ACCORDING TO AN OCCUPATIONAL SAFETY AND HEALTH

ADMINISTRATION SAFETY AND HEALTH FACT SHEET, EACH YEAR:

MORE THAN 5,500 EMPLOYEES IN THIS COUNTRY DIE FROM WORKPLACE

INJURIES WHICH TESTIFIES THE FACT THAT MOST EMPLOYEES ARE NOT

PROTECTED AT WORKPLACE.

1.3 MILLION WORKERS SUFFER NONFATAL INJURIES THAT RESULT IN DAYS

AWAY FROM WORK; AND (BUHRING-UHLE, CHRISTIAN AND LARS, 2006) A

RECENT BUREAU OF LABOR STATISTICS' LOST-WORK TIME INJURIES AND

ILLNESSES REPORT STATES THAT EMPLOYEES WITH FEWER THAN 6 YEARS OF

EMPLOYMENT ACCOUNTED FOR 37 PERCENT OF ALL ILLNESSES AND INJURIES

SUSTAINED, HIGHER THAN THEIR 31 PERCENT SHARE OF EMPLOYMENT.

WHILE ALL EMPLOYEES ARE EXPOSED TO WORKPLACE HAZARDS, NONE ARE

MORE AT RISK THAN YOUR NEW HIRES. ACCORDING TO THE OCCUPATIONAL

SAFETY AND HEALTH ADMINISTRATION (OSHA), "MANY RESEARCHERS

CONCLUDE THAT THOSE WHO ARE NEW ON THE JOB HAVE A HIGHER RATE OF

ACCIDENTS AND INJURIES THAN MORE EXPERIENCED WORKERS. IF

IGNORANCE OF SPECIFIC JOB HAZARDS AND OF PROPER WORK PRACTICES IS

EVEN PARTLY TO BLAME FOR THIS HIGHER INJURY RATE, THEN TRAINING

WILL HELP TO PROVIDE A SOLUTION."

There should e safety training

PPE –The company must have what the employees need to know (Buhring-Uhle, Christian and

Kirchhof, Gabriele Lars, 2006)

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The management skills should taught to the employees as well

The how to must be shown to all employees as they work their way

Disaster Planning –There are elements of disaster planning which employee need to e aware of

There should be training on events such as in the case of fire All employees should have their

performance done Coaching for Superior Employee Performance--Techniques for Supervisors

arbitration and judicial proceedings.

2 THE ARBITRATION PROCESS IS PRIVATE, BETWEEN THE TWO PARTIES AND

INFORMAL, WHILE LITIGATION IS A FORMAL PROCESS CONDUCTED IN A

PUBLIC COURTROOM.

SPEED OF PROCESS: THE ARBITRATION PROCESS IS FAIRLY QUICK. IN A CIVIL

LITIGATION, A CASE MUST WAIT UNTIL THE COURT HAS TIME TO HEAR IT; THIS

CAN MEAN MANY MONTHS, EVEN YEARS, BEFORE THE CASE IS HEARD (HUNT,

JAMES AND STRONGIN,1994).

COST OF THE PROCESS: THE COSTS FOR THE ARBITRATION PROCESS ARE

LIMITED TO THE FEE OF THE ARBITRATOR BUT COSTS FOR LITIGATION

INCLUDE ATTORNEY FEES AND COURT COSTS, WHICH CAN BE VERY HIGH.

2 PROCESS SAFETY DATA OR INFORMATION

SELECTION OF ARBITRATOR/JUDGE: THE PARTIES IN THE ARBITRATION

PROCESS DECIDE JOINTLY ON THE ARBITRATOR; IN LITIGATION, THE JUDGE IS

APPOINTED AND THE PARTIES HAVE LITTLE OR NO SAY IN THE SELECTION.

THE PARTIES MAY HAVE SOME SAY IN WHETHER A CASE IS HEARD BY A JUDGE

OR A JURY.

USE OF ATTORNEYS: IN CIVIL LITIGATION, ATTORNEYS SPEND MUCH TIME

GATHERING EVIDENCE, MAKING MOTIONS, AND PRESENTING THEIR CASES;

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ATTORNEY COSTS IN LITIGATION CAN BE VERY HIGH.

Evidence Allowed: 2 THE ARBITRATION PROCESS HAS A LIMITED EVIDENCE

PROCESS, AND THE ARBITRATOR CONTROLS WHAT EVIDENCE IS ALLOWED,

WHILE LITIGATION REQUIRES FULL DISCLOSURE OF EVIDENCE TO BOTH

PARTIES.

AVAILABILITY OF APPEAL: IN BINDING ARBITRATION, THE PARTIES USUALLY

HAVE NO APPEAL OPTION, UNLESS AN APPEAL HAS BEEN INCLUDED IN AN

ARBITRATION CLAUSE. SOME ARBITRATION DECISIONS MAY BE REVIEWED BY

A JUDGE AND MAY BE VACATED. LITIGATION ALLOWS MULTIPLE APPEALS AT

VARIOUS LEVELS.

1. 5 PERMISSIBLE EXPOSURE LIMITS OF THE TOXIC ELEMENTS USED IN A

CERTAIN PROCESS OF MANUFACTURING. FOR EXAMPLE ASBESTOS IS A

CRITICALLY LIMITED TO A CERTAIN LEVEL AND IF IT EXCEEDS THIS LEVEL IT

CAN CAUSE ASBESTOSIS (BUHRING-UHLE, CHRISTIAN AND KIRCHHOF,

GABRIELE LARS, 2006)

The safety of the processes should be done in order to have the details that are important in the

determination of the safety standards and having the accidental process in mind (Raymond and

Other, 2001).

2 REFERENCES US DEPARTMENT OF HEALTH AND HUMAN SERVICES (DHHS),

(1997). NATIONAL INSTITUTE FOR OCCUPATIONAL SAFETY AND HEALTH

(NIOSH) PUBLICATION NO. 97-117.

Raymond E. 2 KIRK AND DONALD F. Othmer (2001). 2 KIRK-OTHMER

ENCYCLOPEDIA OF CHEMICAL TECHNOLOGY (4TH ED.). Wiley-Interscience.

M.S. 2 RAY AND M.G. Sneesby (1998). 2 CHEMICAL ENGINEERING DESIGN

PROJECT: A CASE STUDY APPROACH (2ND ED.). GORDAN AND BREACH SCIENCE

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PUBLISHERS.

GUIDANCE ON THE INTERPRETATION OF WORKPLACE EXPOSURE STANDARDS

FOR AIRBORNE CONTAMINANTS,

HTTP://WWW.SAFEWORKAUSTRALIA.GOV.AU/SITES/SWA/ABOUT/PUBLICATIO

NS/DOCUMENTS/680/GUIDANCE_INTERPRETATION_WORKPLACE_EXPOSURE_

STANDARDS_AIRBORNE_CONTAMINANTS%20.PDF BUHRING-UHLE, CHRISTIAN

AND KIRCHHOF, GABRIELE LARS (2006) ARBITRATION AND MEDIATION IN

INTERNATIONAL BUSINESS 2ND ED.

Craig, W. Laurence; 2 PARK, WILLIAM W. PAULSSON, JANUARY (2001)

INTERNATIONAL CHAMBER OF COMMERCE ARBITRATION OXFORD

UNIVERSITY PRESS HUNT, JAMES W. AND STRONGIN, PATRICIA K (1994). THE

LAW OF THE WORKPLACE: RIGHTS OF EMPLOYERS AND EMPLOYEES. 3rd ed. 2

WASHINGTON, D.C. BNA Books,. 2 ISBN 0-87179-841-7; WHITNEY, NATHANIEL

RUGGES. JURISDICTION IN AMERICAN BUILDING-TRADES UNIONS.

CHARLESTON, S.C. BIBLIOBAZAAR, 2008 SEXTON, PATRICIA CAYO. “THE

DECLINE OF THE LABOR MOVEMENT.” THE SOCIAL MOVEMENTS READER:

CASES AND CONCEPTS. GOODWIN, JEFF AND JAMES M. Jasper, eds. Malden, MA: 2

BLACKWELL PUBLISHING, 2003 SANO, JOELLE AND JOHN B. Williamson. 2

(2008) “FACTORS AFFECTING UNION DECLINE AND THEIR IMPLICATIONS FOR

LABOR REFORM,” INTERNATIONAL JOURNAL OF COMPARATIVE SOCIOLOGY 49:

479-500 BAZERMAN, M. H., MAGLIOZZI, T. AND NEALE, M. A., 1985. 2

INTEGRATIVE BARGAINING IN A COMPETITIVE MARKET. ORGANISATIONAL

BEHAVIOUR AND HUMAN DECISION PROCESSES, 35:294-313.

Citations (10/10) 1 Another student's paper

2 Another student's paper

3 Another student's paper

4 http://www.siue.edu/eoa/equalopp.shtml

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Matched Text

5 Another student's paper

6 Another student's paper

7 Another student's paper

8 https://www.nlrb.gov/rights-we-protect/whats-law/employers/interfering-employee-rights-section-7-8a1

9 Another student's paper

10 Another student's paper

Suspected Entry: 65% match

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MELISSA MILLER STRAYER UNIVERSITY PAY, BENEFITS, AND TERMS AND CONDITIONS OF EMPLOYMENT PROFESSOR

Source - Another student's paper Pay, Benefits, and Terms and Conditions of Employment

Suspected Entry: 67% match

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THE CHANGE IN THE DRAFT WAS MADE TO WIN FEDERATION

Source - Another student's paper Change to Win Federation

Suspected Entry: 71% match

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INDIVIDUAL MERIT PRINCIPLE

Source - Another student's paper The Recruitment Process Individual merit principle

Suspected Entry: 99% match

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FAIR LABOR STANDARDS ACT

Source - Another student's paper Fair Labor Standards Act

Suspected Entry: 100% match

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THE EQUAL EMPLOYMENT OPPORTUNITY ACT OF 1972

Source - Another student's paper The Equal Employment Opportunity Act of 1972

Suspected Entry: 100% match

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LABOR LAWS AND FEDERAL AGENCIES- UNIONS

Source - Another student's paper labor laws and federal agencies- unions

Suspected Entry: 100% match

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TODAY MOST LABOR UNIONS IN THE UNITED STATES ARE MEMBERS OF ONE OF TWO LARGER UMBRELLA ORGANIZATIONS

Source - Another student's paper Today most labor unions in the United States are members of one of two larger umbrella organizations

Suspected Entry: 100% match

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THE AMERICAN FEDERATION OF LABOR– CONGRESS OF INDUSTRIAL ORGANIZATIONS (AFL- CIO) OR THE CHANGE TO WIN FEDERATION, WHICH SPLIT FROM THE AFL-CIO IN 2005-2006

Source - Another student's paper the American Federation of Labor–Congress of Industrial Organizations (AFL-CIO) or the Change to Win Federation, which split from the AFL-CIO in 2005-2006

Suspected Entry: 100% match

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BOTH ORGANIZATIONS ADVOCATE POLICIES AND LEGISLATION FAVORABLE TO WORKERS IN THE UNITED STATES AND CANADA, AND TAKE AN ACTIVE ROLE IN POLITICS FAVORING THE DEMOCRATIC PARTY BUT NOT EXCLUSIVELY SO

Source - Another student's paper Both organizations advocate policies and legislation favorable to workers in the United States and Canada, and take an active role in politics favoring the Democratic party but not exclusively so

Suspected Entry: 88% match

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THE AFL-CIO IS ESPECIALLY CONCERNED WITH GLOBAL TRADE AND ECONOMIC ISSUES (CRAIG, W

Source - Another student's paper The AFL-CIO is especially concerned with global trade and economic issues

Suspected Entry: 87% match

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LAURENCE, PARK, PAULSSON, 2001) PRIVATE SECTOR UNIONS ARE REGULATED BY THE NATIONAL LABOR RELATIONS ACT (NLRA), PASSED IN 1935 AND AMENDED SINCE THEN

Source - Another student's paper Private sector unions are regulated by the National Labor Relations Act (NLRA), passed in 1935 and amended since then

Suspected Entry: 99% match

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THE LAW IS OVERSEEN BY THE NATIONAL LABOR RELATIONS BOARD (NLRB), AN INDEPENDENT FEDERAL AGENCY

Source - Another student's paper The law is overseen by the National Labor Relations Board (NLRB), an independent federal agency

Suspected Entry: 100% match

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Source - Another student's paper

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PUBLIC SECTOR UNIONS ARE REGULATED PARTLY BY FEDERAL AND PARTLY BY STATE LAWS

Public sector unions are regulated partly by federal and partly by state laws

Suspected Entry: 99% match

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IN GENERAL THEY HAVE SHOWN ROBUST GROWTH RATES, FOR WAGES AND WORKING CONDITIONS ARE SET THROUGH NEGOTIATIONS WITH ELECTED LOCAL AND STATE OFFICIALS

Source - Another student's paper In general they have shown robust growth rates, for wages and working conditions are set through negotiations with elected local and state officials

Suspected Entry: 100% match

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THE UNIONS&APOS

Source - Another student's paper The unions&apos

Suspected Entry: 99% match

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POLITICAL POWER THUS COMES INTO PLAY, AND OF COURSE THE LOCAL GOVERNMENT CANNOT THREATEN TO MOVE ELSEWHERE, NOR IS THERE ANY THREAT FROM FOREIGN COMPETITION

Source - Another student's paper political power thus comes into play, and of course the local government cannot threaten to move elsewhere, nor is there any threat from foreign competition

Suspected Entry: 99% match

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PUBLIC SECTOR WORKER UNIONS ARE GOVERNED BY LABOR LAWS AND LABOR BOARDS IN EACH OF THE 50 STATES

Source - Another student's paper Public sector worker unions are governed by labor laws and labor boards in each of the 50 states

Suspected Entry: 99% match

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NORTHERN STATES TYPICALLY MODEL THEIR LAWS AND BOARDS AFTER THE NLRA AND THE NLRB

Source - Another student's paper Northern states typically model their laws and boards after the NLRA and the NLRB

Suspected Entry: 100% match

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IN OTHER STATES, PUBLIC WORKERS HAVE NO RIGHT TO ESTABLISH A UNION AS A LEGAL ENTITY

Source - Another student's paper In other states, public workers have no right to establish a union as a legal entity

Suspected Entry: 99% match

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(ABOUT 40% OF PUBLIC EMPLOYEES IN THE USA DO NOT HAVE THE RIGHT TO ORGANIZE A LEGALLY ESTABLISHED UNION)

Source - Another student's paper (About 40% of public employees in the USA do not have the right to organize a legally established union)

Suspected Entry: 99% match

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RAY AND M.G

Source - Another student's paper Ray and M.G

Suspected Entry: 100% match

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ROLE OF LABOR RELATIONS

Source - Another student's paper role of labor relations

Suspected Entry: 100% match

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THE COMPANY ON AVERAGE, PAYS MORE TO ITS EMPLOYEES THAN THE AUTO-COMPANIES WHO ARE NOT PART OF UNIONS

Source - Another student's paper The company on average, pays more to its employees than the auto-companies who are not part of unions

Suspected Entry: 100% match

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THIS MEANS THAT ITS EMPLOYEES EXPECT TO PAY MORE IN COMPENSATION

Source - Another student's paper This means that its employees expect to pay more in compensation

Suspected Entry: 99% match

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THE COMPANY BALANCES THIS BY OFFERING FEWER BENEFITS TO EMPLOYEES, BUT ONLY UP TO A POINT AND MOST EMPLOYEES REQUIRE THE COMPANY TO OFFER CERTAIN BENEFITS, SUCH AS HEALTH INSURANCE

Source - Another student's paper The company balances this by offering fewer benefits to employees, but only up to a point and most employees require the company to offer certain benefits, such as health insurance

Suspected Entry: 100% match

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THE COMPANY ALSO PAYS HUGE AMOUNT IN COSTS OF NEGOTIATION AND MEETING THE GUIDELINES OF THE UNION

Source - Another student's paper The company also pays huge amount in costs of negotiation and meeting the guidelines of the union

Suspected Entry: 100% match

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Source - Another student's paper General motors also has a detailed representation policy

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GENERAL MOTORS ALSO HAS A DETAILED REPRESENTATION POLICY

Suspected Entry: 100% match

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UNIONS USE THEIR REPRESENTATIVES TO NEGOTIATE FOR HIGHER WAGES OR OTHER CHANGES

Source - Another student's paper Unions use their representatives to negotiate for higher wages or other changes

Suspected Entry: 100% match

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THE COMPANY IS INVOLVED IN UNIONIZED INDUSTRIES CREATE REPRESENTATION PLANS FOR THEMSELVES AS WELL

Source - Another student's paper The company is involved in unionized industries create representation plans for themselves as well

Suspected Entry: 100% match

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OFTEN STATE AND FEDERAL LAWS OUTLINE THIS REPRESENTATION PROCESS SO BOTH SIDES CAN NEGOTIATE WITHOUT BIAS OR CONFUSION

Source - Another student's paper Often state and federal laws outline this representation process so both sides can negotiate without bias or confusion

Suspected Entry: 100% match

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COMPANIES WITHOUT UNIONS CAN ALSO HAVE REPRESENTATION POLICIES, BUT THEY ARE RARELY MAINTAINED AS STRICTLY

Source - Another student's paper Companies without unions can also have representation policies, but they are rarely maintained as strictly

Suspected Entry: 99% match

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THE COMPANY COMPROMISES ON THE HUMAN RESOURCE POLICIES AND WORK CONDITIONS FOR THE WORKERS

Source - Another student's paper The company compromises on the human resource policies and work conditions for the workers

Suspected Entry: 100% match

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THE EFFECT CAN ALSO BE SEEN ON THE CHANNEL PARTNERS WHO ARE PUSHED TO PROVIDE MATERIAL AT LOWEST POSSIBLE COST AND WAL-MART IS ABLE TO DO THAT BY USING ITS CLOUT OF LARGEST RETAILER AND THE SCALE OF ITS OPERATIONS

Source - Another student's paper The effect can also be seen on the channel partners who are pushed to provide material at lowest possible cost and Wal-Mart is able to do that by using its clout of largest retailer and the scale of its operations

Suspected Entry: 100% match

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THE FIRM ALSO HAS BEEN CRITICISED FOR ITS GENDER DISCRIMINATION POLICIES AND RACIAL DISCRIMINATION

Source - Another student's paper The firm also has been criticised for its gender discrimination policies and racial discrimination

Suspected Entry: 99% match

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THE UNETHICAL TREATMENT OF WORKERS, FOREIGN PRODUCT SOURCING AND VIOLATION OF ENVIRONMENTAL POLICIES ARE OTHER AREAS WHERE WAL-MART HAS BEEN AXED PUBLICLY

Source - Another student's paper The unethical treatment of workers, foreign product sourcing and violation of environmental policies are other areas where Wal-Mart has been axed publicly

Suspected Entry: 100% match

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WALMART DOES NOT OFFER HEALTH BENEFITS TO ITS STAFF MEMBERS WHO WORK LESS THAN TWENTY HOURS PER WEEK

Source - Another student's paper Walmart does not offer health benefits to its staff members who work less than twenty hours per week

Suspected Entry: 100% match

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BETWEEN 2005 AND 2011, THE COMPANY HAS SETTLED AN ESTIMATED SEVENTY STATE AND FEDERAL CLASS ACTION WAGE AND HOUR CLAIMS

Source - Another student's paper Between 2005 and 2011, the company has settled an estimated seventy state and federal class action wage and hour claims

Suspected Entry: 99% match

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THE LAWSUITS COVERED WAGE AND HOUR VIOLATIONS THAT OCCURRED BETWEEN THE LATE 1990S AND 2010, INCLUDING UNPAID WAGES AND LACK OF LEGALLY REQUIRED BREAKS

Source - Another student's paper The lawsuits covered wage and hour violations that occurred between the late 1990s and 2010, including unpaid wages and lack of legally required breaks

Suspected Entry: 99% match

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THIS HAS IMPACTED THE RETAILER ECONOMICALLY AS WELL AS SOCIALLY

Source - Another student's paper This has impacted the retailer economically as well as socially

Suspected Entry: 100% match

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Source - Another student's paper The consumers might want to buy from it but they no longer respect the company

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THE CONSUMERS MIGHT WANT TO BUY FROM IT BUT THEY NO LONGER RESPECT THE COMPANY

Suspected Entry: 98% match

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WALMART RELENTLESSLY FOLLOWS THIS STRATEGY BECAUSE ITS BUSINESS STRATEGY DEPENDS ON A GLOBAL SUPPLY CHAIN TO DISTRIBUTE INEXPENSIVELY MADE MERCHANDISES TO ITS STOCK SHELVES

Source - Another student's paper Walmart relentlessly follows this strategy because its business strategy depends on on a global supply chain to distribute inexpensively made merchandises to its stock shelves

Suspected Entry: 100% match

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THIS ORGANIZATION PUTS PERSISTENT FORCE ON CONTRACTORS TO CUT CHARGES WHICH OFTEN RESULTS WORKERS IN EMERGING NATIONS TO TOIL FOR EXTREMELY LOW WAGES AND FOR THIS REASON WHICH THE COMPANY HAS LOST ITS BRAND VALUE AND IS KNOWN FOR EXPLOITING ITS EMPLOYEES

Source - Another student's paper This organization puts persistent force on contractors to cut charges which often results workers in emerging nations to toil for extremely low wages and for this reason which the company has lost its brand value and is known for exploiting its employees

Suspected Entry: 100% match

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RESPONSIBILITY OF THE ORGANIZATION

Source - Another student's paper responsibility of the organization

Suspected Entry: 100% match

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KNOW THE LAW, KNOW YOUR CONTRACTS, AND KNOW YOUR HISTORY

Source - Another student's paper Know the Law, Know Your Contracts, and Know Your History

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Suspected Entry: 100% match

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IT'S ESSENTIAL THAT YOU BECOME FAMILIAR WITH THE UNION LAWS AND RULES THAT DIRECTLY AFFECT YOUR ORGANIZATION AND TEAM

Source - Another student's paper It's essential that you become familiar with the union laws and rules that directly affect your organization and team

Suspected Entry: 100% match

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IT'S EVEN MORE IMPORTANT THAT YOU KNOW YOUR TEAM MEMBERS&APOS

Source - Another student's paper It's even more important that you know your team members&apos

Suspected Entry: 99% match

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CONTRACTS, INSIDE AND OUT

Source - Another student's paper contracts, inside and out

Suspected Entry: 100% match

Uploaded - Assignment 3 Pay Benefits and Terms and Conditions of Employment.pptx

THE UNION – AND INDIVIDUALS – WILL REFER TO THE CONTRACT OFTEN IN NEGOTIATIONS, AND EVEN DURING DAY-TO-DAY WORK

Source - Another student's paper The union – and individuals – will refer to the contract often in negotiations, and even during day-to-day work

Suspected Entry: 99% match

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IT'S IMPORTANT TO APPROACH THE UNION AS A BUSINESS PARTNER, NOT AS AN ADVERSARY

Source - Another student's paper It's important to approach the union as a business partner, not as an adversary

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Suspected Entry: 99% match

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YOU WANT TO WORK WITH IT, NOT AGAINST IT

Source - Another student's paper You want to work with it, not against it

Suspected Entry: 100% match

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AND WHEN YOU TAKE THIS APPROACH, EVERYONE CAN BENEFIT

Source - Another student's paper and when you take this approach, everyone can benefit

Suspected Entry: 100% match

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ONE OF THE WAYS THAT YOU CAN DO THIS IS TO COMMUNICATE OPENLY AND SHARE IDEAS

Source - Another student's paper One of the ways that you can do this is to communicate openly and share ideas

Suspected Entry: 99% match

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FOCUS ON THE POSITIVE

Source - Another student's paper Focus on the Positive

Suspected Entry: 99% match

Uploaded - Assignment 3 Pay Benefits and Terms and Conditions of Employment.pptx

FOSTER A POSITIVE RELATIONSHIP WITH UNION REPRESENTATIVES BY WORKING WITH THEM ON STRATEGIES THAT REWARD POSITIVE BEHAVIORS, NOT PUNISH NEGATIVE ONES

Source - Another student's paper Foster a positive relationship with union representatives by working with them on strategies that reward positive behaviors, not punish negative ones

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Suspected Entry: 100% match

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RESPECT THE POSITIVE CHANGES THAT THE UNION IS TRYING TO MAKE, AND KEEP THIS GOOD INTENTION AT THE FOREFRONT OF ANY CONVERSATION OR NEGOTIATION

Source - Another student's paper Respect the positive changes that the union is trying to make, and keep this good intention at the forefront of any conversation or negotiation

Suspected Entry: 100% match

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THE AMERICANS WITH DISABILITIES ACT

Source - Another student's paper The Americans with Disabilities Act

Suspected Entry: 99% match

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YOUR RESPONSIBILITIES AS AN EMPLOYER WAS PUBLISHED, THE SUPREME COURT HAS RULED THAT THE DETERMINATION OF WHETHER A PERSON HAS AN ADA "DISABILITY"

Source - Another student's paper Your Responsibilities as an Employer was published, the Supreme Court has ruled that the determination of whether a person has an ADA "disability"

Suspected Entry: 100% match

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MUST TAKE INTO CONSIDERATION WHETHER THE PERSON IS SUBSTANTIALLY LIMITED IN PERFORMING A MAJOR LIFE ACTIVITY WHEN USING A MITIGATING MEASURE

Source - Another student's paper must take into consideration whether the person is substantially limited in performing a major life activity when using a mitigating measure

Suspected Entry: 99% match

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THE AMERICANS WITH DISABILITIES ACT OF 1990 (ADA) MAKES IT UNLAWFUL TO DISCRIMINATE IN EMPLOYMENT AGAINST A QUALIFIED INDIVIDUAL WITH A DISABILITY

Source - Another student's paper The Americans with Disabilities Act of 1990 (ADA) makes it unlawful to discriminate in employment against a qualified individual with a disability

Suspected Entry: 100% match

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THE ADA ALSO OUTLAWS DISCRIMINATION AGAINST INDIVIDUALS WITH DISABILITIES IN STATE AND LOCAL GOVERNMENT SERVICES, PUBLIC ACCOMMODATIONS, TRANSPORTATION AND TELECOMMUNICATIONS

Source - Another student's paper The ADA also outlaws discrimination against individuals with disabilities in State and local government services, public accommodations, transportation and telecommunications

Suspected Entry: 100% match

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THIS BOOKLET EXPLAINS THE PART OF THE ADA THAT PROHIBITS JOB DISCRIMINATION

Source - Another student's paper This booklet explains the part of the ADA that prohibits job discrimination

Suspected Entry: 99% match

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THIS PART OF THE LAW IS ENFORCED BY THE U.S

Source - Another student's paper This part of the law is enforced by the U.S

Suspected Entry: 100% match

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EQUAL EMPLOYMENT OPPORTUNITY COMMISSION AND STATE AND LOCAL CIVIL RIGHTS

Source - Another student's paper Equal Employment Opportunity Commission and State and local civil rights enforcement agencies that work with the Commission

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ENFORCEMENT AGENCIES THAT WORK WITH THE COMMISSION

Suspected Entry: 100% match

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THE INTERNAL PROCESS OF THE HUMAN RESOURCE DEPARTMENT SHOULD TAKE INTO CONSIDERATIONS THE FOLLOWING ASPECTS WHICH ARE INTEGRAL PART OF THE RECRUITMENT PROCESS

Source - Another student's paper The internal process of the human resource department should take into considerations the following aspects which are integral part of the recruitment process

Suspected Entry: 94% match

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RESTRUCTURING OF JOB IS VITAL SO AS TO ABIDE BY THE RECRUITMENT LAWS, MODIFICATION OF THE WORK SCHEDULES TO UNDERSTAND THE NATURE OF JOB RESPONSIBILITIES, ADJUSTMENT SHOULD BE MADE TO THE TESTS AND INTERVIEW MATERIAL TO INCORPORATE LEGALLY ACCEPTABLE, MAKING THE WORKPLACE CONTUSIVE FOR THE DISABLES PEOPLE TO MAKE IT MORE FAIR WORKPLACE

Source - Another student's paper Restructuring of job is vital so as to abide by the recruitment laws, modification of the work schedules to understand the nature of job responsibilities, adjustment should be made to the tests and interview material to incorporate legally acceptable, making the workplace consusive for the diables people to make it more fair workplace

Suspected Entry: 100% match

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HERE ARE A NUMBER OF PIECES OF LEGISLATION IMPACTING THE RECRUITMENT AND SELECTION PROCESS

Source - Another student's paper Here are a number of pieces of legislation impacting the recruitment and selection process

Suspected Entry: 100% match

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EQUAL PAY ACT 1970

Source - Another student's paper Equal Pay Act 1970

Suspected Entry: 100% match

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THIS WILL MAKE SURE THAT REMUNERATION IS FAIR AND DOES NOT DISCRIMINATE AMONG CANDIDATES ON THE BASIS OF GENDER, RELIGION, DISABILITY AND RACE

Source - Another student's paper this will make sure that remuneration is fair and does not discriminate among candidates on the basis of gender, religion, disability and race

Suspected Entry: 100% match

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SEX DISCRIMINATION ACT 1975

Source - Another student's paper Sex Discrimination Act 1975

Suspected Entry: 100% match

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GENDER BIAS WILL BE ELIMINATED AT WORKPLACE RACE RELATIONS ACT 1976 / AMENDMENT ACT 2000

Source - Another student's paper Gender bias will be eliminated at workplace Race Relations Act 1976 / Amendment Act 2000

Suspected Entry: 99% match

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THIS WILL DETER THE RECRUITERS TO MAKE LEVEL PLAYING FIELD FOR ALL THE RACES PARENTAL LEAVE REGULATIONS 1999

Source - Another student's paper this will deter the recruiters to make level playing field for all the races Parental Leave Regulations 1999

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THIS MAKES SURE THAT WORK LIFE BALANCE IS MAINTAINED

Source - Another student's paper this makes sure that work life balance is maintained

Suspected Entry: 100% match

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PROCESS KNOWLEDGE & DOCUMENTATION

Source - Another student's paper Process Knowledge & Documentation

Suspected Entry: 100% match

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MSDS STANDS FOR MATERIAL SAFETY DATA SHEET

Source - Another student's paper MSDS stands for Material Safety Data Sheet

Suspected Entry: 99% match

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NEW EMPLOYEE ORIENTATION AND TRAINING

Source - Another student's paper NEW EMPLOYEE ORIENTATION AND TRAINING

Suspected Entry: 99% match

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THE STATUTORY FRAMEWORK OF THE RECRUITMENT PROCESS NEEDS TO BE BASED ON THE FOLLOWING PARAMETERS PUT IN PLACE BY THE LEGAL AND ETHICAL REGULATIONS ENTITIES

Source - Another student's paper The statutory framework of the recruitment process needs to be based on the following parameters put in place by the legal and ethical regulations entities

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THE STATISTICS ON WORKPLACE INJURIES AND FATALITIES ARE SOBERING INDEED

Source - Another student's paper The statistics on workplace injuries and fatalities are sobering indeed

Suspected Entry: 100% match

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ACCORDING TO AN OCCUPATIONAL SAFETY AND HEALTH ADMINISTRATION SAFETY AND HEALTH FACT SHEET, EACH YEAR

Source - Another student's paper According to an Occupational Safety and Health Administration Safety and Health Fact Sheet, each year

Suspected Entry: 100% match

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MORE THAN 5,500 EMPLOYEES IN THIS COUNTRY DIE FROM WORKPLACE INJURIES WHICH TESTIFIES THE FACT THAT MOST EMPLOYEES ARE NOT PROTECTED AT WORKPLACE

Source - Another student's paper More than 5,500 employees in this country die from workplace injuries which testifies the fact that most employees are not protected at workplace

Suspected Entry: 99% match

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1.3 MILLION WORKERS SUFFER NONFATAL INJURIES THAT RESULT IN DAYS AWAY FROM WORK

Source - Another student's paper 1.3 million workers suffer nonfatal injuries that result in days away from work

Suspected Entry: 66% match

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Source - Another student's paper and A recent Bureau of Labor Statistics&apos

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AND (BUHRING-UHLE, CHRISTIAN AND LARS, 2006) A RECENT BUREAU OF LABOR STATISTICS&APOS

Suspected Entry: 100% match

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LOST-WORK TIME INJURIES AND ILLNESSES REPORT STATES THAT EMPLOYEES WITH FEWER THAN 6 YEARS OF EMPLOYMENT ACCOUNTED FOR 37 PERCENT OF ALL ILLNESSES AND INJURIES SUSTAINED, HIGHER THAN THEIR 31 PERCENT SHARE OF EMPLOYMENT

Source - Another student's paper Lost-Work Time Injuries and Illnesses Report states that employees with fewer than 6 years of employment accounted for 37 percent of all illnesses and injuries sustained, higher than their 31 percent share of employment

Suspected Entry: 100% match

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WHILE ALL EMPLOYEES ARE EXPOSED TO WORKPLACE HAZARDS, NONE ARE MORE AT RISK THAN YOUR NEW HIRES

Source - Another student's paper While all employees are exposed to workplace hazards, none are more at risk than your new hires

Suspected Entry: 100% match

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ACCORDING TO THE OCCUPATIONAL SAFETY AND HEALTH ADMINISTRATION (OSHA), "MANY RESEARCHERS CONCLUDE THAT THOSE WHO ARE NEW ON THE JOB HAVE A HIGHER RATE OF ACCIDENTS AND INJURIES THAN MORE EXPERIENCED WORKERS

Source - Another student's paper According to the Occupational Safety and Health Administration (OSHA), "Many researchers conclude that those who are new on the job have a higher rate of accidents and injuries than more experienced workers

Suspected Entry: 100% match

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Source - Another student's paper If ignorance of specific job hazards and of proper work practices is even partly to blame for this higher injury

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IF IGNORANCE OF SPECIFIC JOB HAZARDS AND OF PROPER WORK PRACTICES IS EVEN PARTLY TO BLAME FOR THIS HIGHER INJURY RATE, THEN TRAINING WILL HELP TO PROVIDE A SOLUTION."

rate, then training will help to provide a solution."

Suspected Entry: 99% match

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THE ARBITRATION PROCESS IS PRIVATE, BETWEEN THE TWO PARTIES AND INFORMAL, WHILE LITIGATION IS A FORMAL PROCESS CONDUCTED IN A PUBLIC COURTROOM

Source - Another student's paper The arbitration process is private, between the two parties and informal, while litigation is a formal process conducted in a public courtroom

Suspected Entry: 100% match

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SPEED OF PROCESS

Source - Another student's paper Speed of Process

Suspected Entry: 100% match

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THE ARBITRATION PROCESS IS FAIRLY QUICK

Source - Another student's paper The arbitration process is fairly quick

Suspected Entry: 99% match

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IN A CIVIL LITIGATION, A CASE MUST WAIT UNTIL THE COURT HAS TIME TO HEAR IT

Source - Another student's paper In a civil litigation, a case must wait until the court has time to hear it

Suspected Entry: 77% match

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THIS CAN MEAN MANY MONTHS, EVEN YEARS, BEFORE THE CASE IS HEARD (HUNT, JAMES AND STRONGIN,1994)

Source - Another student's paper this can mean many months, even years, before the case is heard

Suspected Entry: 100% match

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COST OF THE PROCESS

Source - Another student's paper Cost of the Process

Suspected Entry: 99% match

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THE COSTS FOR THE ARBITRATION PROCESS ARE LIMITED TO THE FEE OF THE ARBITRATOR BUT COSTS FOR LITIGATION INCLUDE ATTORNEY FEES AND COURT COSTS, WHICH CAN BE VERY HIGH

Source - Another student's paper The costs for the arbitration process are limited to the fee of the arbitrator but Costs for litigation include attorney fees and court costs, which can be very high

Suspected Entry: 100% match

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PROCESS SAFETY DATA OR INFORMATION

Source - Another student's paper Process safety data or information

Suspected Entry: 100% match

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SELECTION OF ARBITRATOR/JUDGE

Source - Another student's paper Selection of Arbitrator/Judge

Suspected Entry: 100% match

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THE PARTIES IN THE ARBITRATION PROCESS DECIDE JOINTLY ON THE ARBITRATOR

Source - Another student's paper The parties in the arbitration process decide jointly on the arbitrator

Suspected Entry: 100% match

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IN LITIGATION, THE JUDGE IS APPOINTED AND THE PARTIES HAVE LITTLE OR NO SAY IN THE SELECTION

Source - Another student's paper in litigation, the judge is appointed and the parties have little or no say in the selection

Suspected Entry: 99% match

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THE PARTIES MAY HAVE SOME SAY IN WHETHER A CASE IS HEARD BY A JUDGE OR A JURY

Source - Another student's paper The parties may have some say in whether a case is heard by a judge or a jury

Suspected Entry: 100% match

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USE OF ATTORNEYS

Source - Another student's paper Use of Attorneys

Suspected Entry: 99% match

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IN CIVIL LITIGATION, ATTORNEYS SPEND MUCH TIME GATHERING EVIDENCE, MAKING MOTIONS, AND PRESENTING THEIR CASES

Source - Another student's paper In civil litigation, attorneys spend much time gathering evidence, making motions, and presenting their cases

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ATTORNEY COSTS IN LITIGATION CAN BE VERY HIGH

Source - Another student's paper attorney costs in litigation can be very high

Suspected Entry: 100% match

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THE ARBITRATION PROCESS HAS A LIMITED EVIDENCE PROCESS, AND THE ARBITRATOR CONTROLS WHAT EVIDENCE IS ALLOWED, WHILE LITIGATION REQUIRES FULL DISCLOSURE OF EVIDENCE TO BOTH PARTIES

Source - Another student's paper The arbitration process has a limited evidence process, and the arbitrator controls what evidence is allowed, while litigation requires full disclosure of evidence to both parties

Suspected Entry: 100% match

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AVAILABILITY OF APPEAL

Source - Another student's paper Availability of Appeal

Suspected Entry: 99% match

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IN BINDING ARBITRATION, THE PARTIES USUALLY HAVE NO APPEAL OPTION, UNLESS AN APPEAL HAS BEEN INCLUDED IN AN ARBITRATION CLAUSE

Source - Another student's paper In binding arbitration, the parties usually have no appeal option, unless an appeal has been included in an arbitration clause

Suspected Entry: 100% match

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SOME ARBITRATION DECISIONS MAY BE REVIEWED BY A JUDGE AND MAY BE VACATED

Source - Another student's paper Some arbitration decisions may be reviewed by a judge and may be vacated

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LITIGATION ALLOWS MULTIPLE APPEALS AT VARIOUS LEVELS

Source - Another student's paper Litigation allows multiple appeals at various levels

Suspected Entry: 100% match

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REFERENCES US DEPARTMENT OF HEALTH AND HUMAN SERVICES (DHHS), (1997)

Source - Another student's paper References US Department of Health and Human Services (DHHS), (1997)

Suspected Entry: 99% match

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NATIONAL INSTITUTE FOR OCCUPATIONAL SAFETY AND HEALTH (NIOSH) PUBLICATION NO

Source - Another student's paper National Institute for Occupational Safety and Health (NIOSH) Publication No

Suspected Entry: 100% match

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KIRK AND DONALD F

Source - Another student's paper Kirk and Donald F

Suspected Entry: 100% match

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KIRK-OTHMER ENCYCLOPEDIA OF CHEMICAL TECHNOLOGY (4TH ED.)

Source - Another student's paper Kirk-Othmer Encyclopedia of Chemical Technology (4th ed.)

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RAY AND M.G

Source - Another student's paper Ray and M.G

Suspected Entry: 100% match

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CHEMICAL ENGINEERING DESIGN PROJECT

Source - Another student's paper Chemical Engineering Design Project

Suspected Entry: 100% match

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A CASE STUDY APPROACH (2ND ED.)

Source - Another student's paper A Case Study Approach (2nd ed.)

Suspected Entry: 100% match

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GORDAN AND BREACH SCIENCE PUBLISHERS

Source - Another student's paper Gordan and Breach Science Publishers

Suspected Entry: 100% match

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GUIDANCE ON THE INTERPRETATION OF WORKPLACE EXPOSURE STANDARDS FOR AIRBORNE CONTAMINANTS, HTTP://WWW.SAFEWORKAUSTRALIA.GOV.AU/SITE S/SWA/ABOUT/PUBLICATIONS/DOCUMENTS/680/GU IDANCE_INTERPRETATION_WORKPLACE_EXPOSU RE_STANDARDS_AIRBORNE_CONTAMINANTS%20. PDF BUHRING-UHLE, CHRISTIAN AND KIRCHHOF,

Source - Another student's paper Guidance on the Interpretation of Workplace Exposure Standards for Airborne Contaminants, http://www.safeworkaustralia.gov.au/sites/SWA/about/Pu blications/Documents/680/Guidance_Interpretation_Work place_Exposure_Standards_Airborne_Contaminants%20 .pdf Buhring-Uhle, Christian and Kirchhof, Gabriele Lars (2006) Arbitration and Mediation in International Business 2nd Ed

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GABRIELE LARS (2006) ARBITRATION AND MEDIATION IN INTERNATIONAL BUSINESS 2ND ED

Suspected Entry: 100% match

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PARK, WILLIAM W

Source - Another student's paper Park, William W

Suspected Entry: 99% match

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PAULSSON, JANUARY (2001) INTERNATIONAL CHAMBER OF COMMERCE ARBITRATION OXFORD UNIVERSITY PRESS HUNT, JAMES W

Source - Another student's paper Paulsson, January (2001) International Chamber of Commerce Arbitration Oxford University Press Hunt, James W

Suspected Entry: 83% match

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AND STRONGIN, PATRICIA K (1994)

Source - Another student's paper and Strongin, Patricia K

Suspected Entry: 100% match

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THE LAW OF THE WORKPLACE

Source - Another student's paper The Law of the Workplace

Suspected Entry: 100% match

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RIGHTS OF EMPLOYERS AND EMPLOYEES

Source - Another student's paper Rights of Employers and Employees

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WASHINGTON, D.C

Source - Another student's paper Washington, D.C

Suspected Entry: 100% match

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ISBN 0-87179-841-7

Source - Another student's paper ISBN 0-87179-841-7

Suspected Entry: 100% match

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WHITNEY, NATHANIEL RUGGES

Source - Another student's paper Whitney, Nathaniel Rugges

Suspected Entry: 100% match

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JURISDICTION IN AMERICAN BUILDING-TRADES UNIONS

Source - Another student's paper Jurisdiction in American Building-Trades Unions

Suspected Entry: 100% match

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CHARLESTON, S.C

Source - Another student's paper Charleston, S.C

Suspected Entry: 100% match

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BIBLIOBAZAAR, 2008 SEXTON, PATRICIA CAYO

Source - Another student's paper BiblioBazaar, 2008 Sexton, Patricia Cayo

Suspected Entry: 100% match

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“THE DECLINE OF THE LABOR MOVEMENT.” THE SOCIAL MOVEMENTS READER

Source - Another student's paper “The Decline of the Labor Movement.” The Social Movements Reader

Suspected Entry: 100% match

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CASES AND CONCEPTS

Source - Another student's paper Cases and Concepts

Suspected Entry: 100% match

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GOODWIN, JEFF AND JAMES M

Source - Another student's paper Goodwin, Jeff and James M

Suspected Entry: 99% match

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BLACKWELL PUBLISHING, 2003 SANO, JOELLE AND JOHN B

Source - Another student's paper Blackwell Publishing, 2003 Sano, Joelle and John B

Suspected Entry: 100% match

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Source - Another student's paper

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(2008) “FACTORS AFFECTING UNION DECLINE AND THEIR IMPLICATIONS FOR LABOR REFORM,” INTERNATIONAL JOURNAL OF COMPARATIVE SOCIOLOGY 49

(2008) “Factors Affecting Union Decline and their Implications for Labor Reform,” International Journal of Comparative Sociology 49

Suspected Entry: 100% match

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479-500 BAZERMAN, M

Source - Another student's paper 479-500 Bazerman, M

Suspected Entry: 100% match

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H., MAGLIOZZI, T

Source - Another student's paper H., Magliozzi, T

Suspected Entry: 100% match

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AND NEALE, M

Source - Another student's paper and Neale, M

Suspected Entry: 100% match

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INTEGRATIVE BARGAINING IN A COMPETITIVE MARKET

Source - Another student's paper Integrative Bargaining in a Competitive Market

Suspected Entry: 99% match

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Source - Another student's paper Organisational Behaviour and Human Decision Processes, 35:294-313

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ORGANISATIONAL BEHAVIOUR AND HUMAN DECISION PROCESSES, 35:294-313

Suspected Entry: 100% match

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FLSA MINIMUM WAGE

Source - Another student's paper FLSA Minimum Wage

Suspected Entry: 99% match

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THE FEDERAL MINIMUM WAGE IS $7.25 PER HOUR EFFECTIVE JULY 24, 2009

Source - Another student's paper The federal minimum wage is $7.25 per hour effective July 24, 2009

Suspected Entry: 100% match

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MANY STATES ALSO HAVE MINIMUM WAGE LAWS

Source - Another student's paper Many states also have minimum wage laws

Suspected Entry: 100% match

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IN CASES WHERE AN EMPLOYEE IS SUBJECT TO BOTH STATE AND FEDERAL MINIMUM WAGE LAWS, THE EMPLOYEE IS ENTITLED TO THE HIGHER MINIMUM WAGE

Source - Another student's paper In cases where an employee is subject to both state and federal minimum wage laws, the employee is entitled to the higher minimum wage

Suspected Entry: 100% match

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Source - Another student's paper

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COVERED NONEXEMPT EMPLOYEES MUST RECEIVE OVERTIME PAY FOR HOURS WORKED OVER 40 PER WORKWEEK (ANY FIXED AND REGULARLY RECURRING PERIOD OF 168 HOURS — SEVEN CONSECUTIVE 24-HOUR PERIODS) AT A RATE NOT LESS THAN ONE AND ONE-HALF TIMES THE REGULAR RATE OF PAY

Covered nonexempt employees must receive overtime pay for hours worked over 40 per workweek (any fixed and regularly recurring period of 168 hours — seven consecutive 24-hour periods) at a rate not less than one and one-half times the regular rate of pay

Suspected Entry: 99% match

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THERE IS NO LIMIT ON THE NUMBER OF HOURS EMPLOYEES 16 YEARS OR OLDER MAY WORK IN ANY WORKWEEK

Source - Another student's paper There is no limit on the number of hours employees 16 years or older may work in any workweek

Suspected Entry: 99% match

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THE FLSA DOES NOT REQUIRE OVERTIME PAY FOR WORK ON WEEKENDS, HOLIDAYS, OR REGULAR DAYS OF REST, UNLESS OVERTIME IS WORKED ON SUCH DAYS

Source - Another student's paper The FLSA does not require overtime pay for work on weekends, holidays, or regular days of rest, unless overtime is worked on such days

Suspected Entry: 65% match

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THE ACT PROHIBITS EMPLOYMENT DISCRIMINATION IN ITS PROGRAMS ON THE BASIS OF RACE, COLOR, NATIONAL ORIGIN, SEX, RELIGION, AGE, DISABILITY, POLITICAL BELIEFS, AND MARITAL OR FAMILIAL STATUS

Source - http://www.siue.edu/eoa/equalopp.shtml • Title VII of the Civil Rights Act of 1964 - prohibits discrimination in employment on the basis of race, color, religion, sex, or national origin

Suspected Entry: 94% match

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ADDED AS AN AMENDMENT TO TITLE VII , IT EXPANDS THE PROTECTION OF TITLE VII TO PUBLIC AND PRIVATE EMPLOYERS WITH 15 OR MORE EMPLOYEES, BOTH PUBLIC AND PRIVATE LABOR ORGANIZATIONS WITH AT LEAST 15 MEMBERS, AND EMPLOYMENT AGENCIES

Source - Another student's paper Added on as an amendment to Title VII , it increases the protection of Title VII to public and private employers with 15 or more employees, and both public and private labor organizations with at least 15 members, including employment agencies

Suspected Entry: 69% match

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THE EQUAL EMPLOYMENT OPPORTUNITY ACT SHOULD SUE ALL THE FEDERAL COURTS IF A DISCRIMINATION IS FOUND BASED ON COLOR, SEX, RELIGION, OR ORIGIN

Source - Another student's paper It provides the Equal Employment Opportunity Commission (EEOC) power to sue in federal courts if discrimination is found due to discrimination based on race, color, religion, sex, or ethnic origins

Suspected Entry: 68% match

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EASY VIOLATION OF LABOR LAWS LESS REPRESENTATION OF THE WORKFORCE

Source - Another student's paper Easy Violation of labor laws

Suspected Entry: 72% match

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IN SOME DOMINIONS, THE SDS IS REQUIRED TO STATE THE SUBSTANCE'S RISKS, SECURITY, AND CONSEQUENCE ON THE ATMOSPHERE (US DEPARTMENT OF HEALTH AND HUMAN SERVICES,1997)

Source - Another student's paper In some dominions, the SDS is required to state the substance’s risks, security, and consequence on the surroundings/environment

Suspected Entry: 90% match

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PERMISSIBLE EXPOSURE LIMITS OF THE TOXIC ELEMENTS USED IN A CERTAIN PROCESS OF MANUFACTURING

Source - Another student's paper The example can be permissible exposure limits of the toxic elements used in a certain process of manufacturing

Suspected Entry: 70% match

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FOR EXAMPLE ASBESTOS IS A CRITICALLY LIMITED TO A CERTAIN LEVEL AND IF IT EXCEEDS THIS LEVEL IT CAN CAUSE ASBESTOSIS (BUHRING-UHLE, CHRISTIAN AND KIRCHHOF, GABRIELE LARS, 2006)

Source - Another student's paper For instance, asbestos is a critically limited to a certain level and if it exceeds this level, it can cause asbestosis or other related conditions

Suspected Entry: 62% match

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THE PUBLIC SECTOR UNIONS THAT PARTLY APPLY TO THE STATE LAWS, THE LABOR LAWS AND BOARDS WERE DEFINED BY THE LABOR UNIONS

Source - Another student's paper workers Private Sector Unions - National Labor Relations Act (NLRA) Private Sector Unions - Federal and partly by state laws, labor laws, and labor boards in each state

Suspected Entry: 100% match

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POLL YOUR EMPLOYEES TO DETERMINE THE EXTENT OF THEIR SUPPORT FOR A UNION, UNLESS YOU COMPLY WITH CERTAIN SAFEGUARDS

Source - Another student's paper Poll your employees to determine the extent of their support for a union, unless you comply with certain safeguards

Suspected Entry: 99% match

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Source - Another student's paper

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YOU MUST NOT HAVE ENGAGED IN UNFAIR LABOR PRACTICES OR OTHERWISE CREATED A COERCIVE ATMOSPHERE

You must not have engaged in unfair labor practices or otherwise created a coercive atmosphere

Suspected Entry: 99% match

Uploaded - Assignment 3 Pay Benefits and Terms and Conditions of Employment.pptx

IN ADDITION, YOU MUST (1) COMMUNICATE TO EMPLOYEES THAT THE PURPOSE OF THE POLL IS TO DETERMINE WHETHER THE UNION ENJOYS MAJORITY SUPPORT (AND THAT MUST, IN TRUTH, BE YOUR PURPOSE)

Source - Another student's paper In addition, you must (1) communicate to employees that the purpose of the poll is to determine whether the union enjoys majority support (and that must, in truth, be your purpose)

Suspected Entry: 100% match

Uploaded - Assignment 3 Pay Benefits and Terms and Conditions of Employment.pptx

(2) GIVE EMPLOYEES ASSURANCES AGAINST REPRISAL

Source - Another student's paper (2) give employees assurances against reprisal

Suspected Entry: 100% match

Uploaded - Assignment 3 Pay Benefits and Terms and Conditions of Employment.pptx

AND (3) CONDUCT THE POLL BY SECRET BALLOT

Source - Another student's paper and (3) conduct the poll by secret ballot

Suspected Entry: 100% match

Uploaded - Assignment 3 Pay Benefits and Terms and Conditions of Employment.pptx

SPY ON EMPLOYEES&APOS

Source - Another student's paper Spy on employees&apos

Suspected Entry: 100% match

8/22/2018 SafeAssign Originality Report

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Uploaded - Assignment 3 Pay Benefits and Terms and Conditions of Employment.pptx

MEANS DOING SOMETHING OUT OF THE ORDINARY TO OBSERVE THE ACTIVITY

Source - Another student's paper means doing something out of the ordinary to observe the activity

Suspected Entry: 99% match

Uploaded - Assignment 3 Pay Benefits and Terms and Conditions of Employment.pptx

INTERVIEW EMPLOYEES TO PREPARE YOUR DEFENSE IN AN UNFAIR LABOR PRACTICE CASE, UNLESS YOU PROVIDE CERTAIN ASSURANCES

Source - Another student's paper Interview employees to prepare your defense in an unfair labor practice case, unless you provide certain assurances

Suspected Entry: 100% match

Uploaded - Assignment 3 Pay Benefits and Terms and Conditions of Employment.pptx

YOU MUST COMMUNICATE TO THE EMPLOYEE THE PURPOSE OF THE QUESTIONING, ASSURE HIM AGAINST REPRISALS, AND OBTAIN HIS VOLUNTARY PARTICIPATION

Source - Another student's paper You must communicate to the employee the purpose of the questioning, assure him against reprisals, and obtain his voluntary participation

Suspected Entry: 99% match

Uploaded - Assignment 3 Pay Benefits and Terms and Conditions of Employment.pptx

QUESTIONING MUST OCCUR IN A CONTEXT FREE FROM EMPLOYER HOSTILITY TO UNION ORGANIZATION AND MUST NOT ITSELF BE COERCIVE

Source - Another student's paper Questioning must occur in a context free from employer hostility to union organization and must not itself be coercive

Suspected Entry: 100% match

Uploaded - Assignment 3 Pay Benefits and Terms and Conditions of Employment.pptx

Source - Another student's paper And questioning must not go beyond what is needful to achieve its legitimate purpose

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AND QUESTIONING MUST NOT GO BEYOND WHAT IS NEEDFUL TO ACHIEVE ITS LEGITIMATE PURPOSE

Suspected Entry: 100% match

Uploaded - Assignment 3 Pay Benefits and Terms and Conditions of Employment.pptx

THAT IS, YOU MAY NOT PRY INTO OTHER UNION MATTERS, ELICIT INFORMATION CONCERNING THE EMPLOYEE'S SUBJECTIVE STATE OF MIND, OR OTHERWISE INTERFERE WITH EMPLOYEE RIGHTS UNDER THE ACT

Source - Another student's paper That is, you may not pry into other union matters, elicit information concerning the employee's subjective state of mind, or otherwise interfere with employee rights under the Act

Suspected Entry: 99% match

Uploaded - Assignment 3 Pay Benefits and Terms and Conditions of Employment.pptx

INTERVIEW EMPLOYEES TO PREPARE YOUR DEFENSE IN AN UNFAIR LABOR PRACTICE CASE, UNLESS YOU PROVIDE CERTAIN ASSURANCES

Source - Another student's paper Interview employees to prepare your defense in an unfair labor practice case, unless you provide certain assurances

Suspected Entry: 100% match

Uploaded - Assignment 3 Pay Benefits and Terms and Conditions of Employment.pptx

YOU MUST COMMUNICATE TO THE EMPLOYEE THE PURPOSE OF THE QUESTIONING, ASSURE HIM AGAINST REPRISALS, AND OBTAIN HIS VOLUNTARY PARTICIPATION

Source - Another student's paper You must communicate to the employee the purpose of the questioning, assure him against reprisals, and obtain his voluntary participation

Suspected Entry: 99% match

Uploaded - Assignment 3 Pay Benefits and Terms and Conditions of Employment.pptx

QUESTIONING MUST OCCUR IN A CONTEXT FREE FROM EMPLOYER HOSTILITY TO UNION

Source - Another student's paper Questioning must occur in a context free from employer hostility to union organization and must not itself be coercive

8/22/2018 SafeAssign Originality Report

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ORGANIZATION AND MUST NOT ITSELF BE COERCIVE

Suspected Entry: 100% match

Uploaded - Assignment 3 Pay Benefits and Terms and Conditions of Employment.pptx

AND QUESTIONING MUST NOT GO BEYOND WHAT IS NEEDFUL TO ACHIEVE ITS LEGITIMATE PURPOSE

Source - Another student's paper And questioning must not go beyond what is needful to achieve its legitimate purpose

Suspected Entry: 100% match

Uploaded - Assignment 3 Pay Benefits and Terms and Conditions of Employment.pptx

THAT IS, YOU MAY NOT PRY INTO OTHER UNION MATTERS, ELICIT INFORMATION CONCERNING THE EMPLOYEE'S SUBJECTIVE STATE OF MIND, OR OTHERWISE INTERFERE WITH EMPLOYEE RIGHTS UNDER THE ACT

Suspected Entry: 94% match

Uploaded - Assignment 3 Pay Benefits and Terms and Conditions of Employment.pptx

SEEING OPEN UNION ACTIVITY IN WORKPLACE AREAS FREQUENTED BY SUPERVISORS IS NOT "SPYING.") 5

Source - https://www.nlrb.gov/rights-we-protect/whats- law/employers/interfering-employee-rights-section-7-8a1

Seeing open union activity in workplace areas frequented by supervisors is not "spying.")

Suspected Entry: 65% match

Uploaded - Assignment 3 Pay Benefits and Terms and Conditions of Employment.pptx

PROMISE EMPLOYEES SHOULD THEY CHOOSE TO REJECT JOINING THE UNION

Source - https://www.nlrb.gov/rights-we-protect/whats- law/employers/interfering-employee-rights-section-7-8a1

Promise employees benefits if they reject the union

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Suspected Entry: 100% match

Uploaded - Assignment 3 Pay Benefits and Terms and Conditions of Employment.pptx

UNFAIR LABOR PRACTICES

Source - Another student's paper Unfair Labor Practices

Suspected Entry: 62% match

Uploaded - Assignment 3 Pay Benefits and Terms and Conditions of Employment.pptx

THE COMPANY SHOULD HAVE EFFECTIVE GRIEVANCE PROCEDURE IN PLACE

Source - Another student's paper Secondly, there is a need to have an effective grievance procedure in place