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 Fri, Aug 24 2018, 8:59 PM

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Assignment 3 Pay Benefits and Terms and Conditions of Employment 2.pptx

Recruitment and Selection Melissa Miller Strayer University Pay, Benefits, and Terms and

Conditions of Employment Professor: Dr. David Fountaine 8/26/18

1 FAIR LABOR STANDARDS ACT

2 FLSA MINIMUM SALARY: On July 24, 2009, the Union pension fund is $ 7.25 per hour.

States of the state minimum wage laws. Dance classes are available and you can go camping at least

once a week.

FLSA Overworking: Read unemployed employees must work overtime a day or a month at all times

(fixed hours of 168 hours - seven hours 24 consecutive hours) at least an hour and a half. Secure

payment.

The number of hours is available for 16 years and is available on request. The FLSA does not

require additional lessons for the week, due to the last days of sabbaticals, as a result of additional

supplements.

(http://safeassign.blackboard.com/)

Assignment 3 Pay Benefits and Terms and Conditions of Employment 2.pptx Word Count: 3,549 Attachment ID: 224628947

39%

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2

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.

1 THE EQUAL EMPLOYMENT OPPORTUNITY ACT OF 1972

The law refers to all actions to the Minister for Justice that rely on matters.

The law prohibits discrimination in practice in the programs based on race, color, nationality,

gender, religion, age, disability, political opinion and status. spouse or family. Modified as VII.

Department, VII. 1 DIVISION PROTECTING PUBLIC AND PRIVATE EMPLOYERS

WITH 15 EMPLOYEES OR MORE, PUBLIC AND PRIVATE ORGANIZATIONS, WITH

AT LEAST 15 MEMBERS AND EMPLOYMENT AGENCIES.

3

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

1 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.

3 LABOR LAWS AND FEDERAL AGENCIES- UNIONS

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4 PRIVATE ASSOCIATIONS ARE GOVERNED BY THE NATIONAL LABOR

RELATIONS ACT (NLRA), WHICH WERE PASSED AND AMENDED IN 1935. 3

NATIONAL LABOR RELATIONS BOARD (NLRB), INDEPENDENT LAW OF FEDERAL

AGENCIES ABROAD. Public sector associations are partly ruled by state and federal law. A guide

that showed strong development, wages, and working conditions for local and state officials who

were selected. Therefore, mentioning the political power of the guilds mentioned, and of course,

which can not be a local government and no threat, but this is a strange female competition. 3 IN

OTHER COUNTRIES THERE IS NO PUBLIC RIGHT FOR WORKERS TO ESTABLISH

LEGAL PERSONALITY IN THE UNION.

4

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.

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

Surveys will tell your employees the extent of their defense support if they have to meet certain

safeguards. Otherwise, you do not practice professional practices and you even create an

atmosphere of constraint. Moreover, it is necessary to communicate (1) with each of the chapters,

according to his will, he must determine if the relation supports the majority (black colors and it is

true that this can be an example); (2) wants to give credit to oppression; and (3) the leader of each

driver by secret ballot. Spy on the workers' union. (The "twins" do not do anything extraordinary to

stay active, because union activities in open areas where majority participation has taken place, not

in the children's workplace 5

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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.

Promise employees should they choose to reject joining the union.

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

Make employers 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.

1 UNFAIR LABOR PRACTICES

Meet the staff to face the defense in an unfair job case, unless you provide a certain guarantee. It is

necessary to communicate with the purpose of the investigation, to reassure him against retaliation

and to receive his voluntary participation. Employer investigation should be free in terms of

hostility towards the union organization and should not be strong themselves. And requests should

not go beyond the things necessary to achieve their legitimate purpose. That is, we can not interfere

with workers' rights can get information about what you can not take advantage of other trade

union issues, personal rights under the laws of Kenya.

6

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

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. 1 RAY AND M.G. Sneesby.

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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

The first step to discourage employees from joining the union is to ensure that your HR team is

equipped to handle experienced and staff issues. It can be difficult for fast growing organizations

who are looking at their pay-day bubble early. Your HR department should be close enough for the

staff and must be open enough to listen to their challenges. A responsive HR department quickly

recognizes employee dissatisfaction and can stop it from skidding immediately.

Employee agreement

One of the main reasons for the end of the staff is that they have no one to talk about their welfare

issues. This makes them weak and consensual. To avoid this, organizations have to provide multiple

platforms to engage employees. Employees should be able to include their immediate supervisors,

unit and department heads for questions regarding their welfare, career development and security.

If an employee trusts enough of his supervisor, then there is little encouragement to listen to

someone, especially a union member (Bouhring-Uhele, Christian and Lars, 2006).

7

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 (Bouhring-Uhele,

Christian and Lars, 2006).

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

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Employers should run a safe and fair workplace

The company should have effective grievance procedure in place.

5 ROLE OF LABOR RELATIONS

General Motors: 5 THE COMPANY PAYS HUGE SUMS IN TERMS OF NEGOTIATION

COSTS AND COMPLIANCE WITH THE FEDERATION GUIDELINES. Normal engines

also have a detailed representation policy. 5 THE UNION USES ITS REPRESENTATIVES

TO NEGOTIATE HIGHER WAGES OR OTHER CHANGES. THE COMPANY IS

INVOLVED IN FEDERAL INDUSTRIES THAT ALSO MAKE REPRESENTATION

PLANS FOR THEMSELVES. THERE MAY BE REPRESENTATION POLICIES IN

COMPANIES WITHOUT TRADE UNIONS, BUT THEY ARE RARELY KEPT STRICTLY.

Wal-Mart: 5 THE COMPANY COMPROMISES ON WORKING CONDITIONS FOR

HUMAN RESOURCES AND WORKERS POLICIES. THE EFFECT CAN ALSO BE SEEN

ON THOSE CHANNEL PARTNERS WHO ARE PUSHED TO PROVIDE THE

MATERIAL AT THE LOWEST POSSIBLE COST, AND WAL-MART IS ABLE TO DO SO

USING ITS LARGEST RETAILER AND ITS OPERATIONAL SCALE.

8

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.

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

1 EASY VIOLATION OF LABOR LAWS LESS REPRESENTATION OF THE

WORKFORCE

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

1 RESPONSIBILITY OF THE ORGANIZATION

KNOW THE LAW, KNOW YOUR CONTRACTS AND KNOW YOUR STORY: 5 IT IS

IMPERATIVE THAT YOU ARE FAMILIAR WITH FEDERAL LAWS AND

REGULATIONS THAT DIRECTLY AFFECT YOUR ORGANIZATION AND YOUR

TEAM. It is even more important to know the contracts of your team members inside and outside.

5 ASSOCIATIONS - AND PEOPLE - OFTEN REFER TO CONTRACTS IN

NEGOTIATIONS AND EVEN DURING THE DAILY WORK CONTRACT.

3. 5 FOCUS ON THE POSITIVE: PROMOTE POSITIVE REPRESENTATIVES BY

WORKING WITH THEM ON STRATEGIES THAT REWARD THOSE POSITIVE

STRATEGIES WITH FEDERAL REPRESENTATIVES, DO NOT PUNISH NEGATIVE

PEOPLE.

4. Show respect: respect the positive changes brought about by the union and keep this good intent

on the front line in every conversation or conversation.

9

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

history as well.

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.

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Internal Process in Managing Workplace Injuries

5 AMERICANS WITH DISABILITIES: your responsibilities have been published because the

Supreme Court has decided that if a person has "inefficiency" of the person or not, then it is

determined that if someone is more limited than ADA or more activity is compared to restructuring

work in relation to recruitment laws is important, understanding job responsibilities, optimizing

the agenda, optimizing the processes and the content of the interview should be legally acceptable,

it should work and work for people 10

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

There are series of rules that affect the recruitment and selection process. They include:

3 EQUAL PAY ACT, 1970: IT WILL ENSURE THAT THE REMUNERATION IS

REASONABLE AND DOES NOT DISCRIMINATE BETWEEN CANDIDATES ON THE

BASIS OF GENDER, RELIGION, DISABILITY AND CASTE.

SEX DISCRIMINATION ACT 1975: GENDER BIAS WILL END ON THE WORKPLACE

RACE RELATIONSHIPS ACT 1976 / AMENDMENT ACT 2000: It will discourage recruiters

to ensure a level playing field for all tenders.

Regulation of the parents' leaves 1999: This guarantees maintenance of life balance of work.

11

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

rather than the outside look

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.

5 PROCESS KNOWLEDGE & DOCUMENTATION

The documentation is a registry of employee actions, debates, locations, detected practices,

disciplinary measures, positive contributions, awards and recognitions. The documentation allows

an employer or employee to record a written record of events and conversations. Industrial

relations documentation provides a written document that may be necessary to support actions

such as employee promotion, employee salary increases and disciplinary action, including cessation

of work. It is factual and without conviction (Bouhring-Uhele, Christian and Lars, 2006). It

describes the events as they appear, as well as the views and ideas of the viewer about the event.

The document also describes major actions, for example when you have received official

recognition or disciplinary action.

12

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

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1 MSDS STANDS FOR MATERIAL SAFETY DATA SHEET

The documentation may be formal and may be kept in the employee's personal file. Workers will

need to sign these documents to ensure they have received a copy and that the material has been

reviewed.

This document includes ongoing information such as signed applications for employment, written

job references, application materials such as postcards, street letters and background checks. In

addition to the staff document, documents such as Form I-9, which verifies the eligibility of

employees in the United States, as well as medical brochures, FMLA records, etc. are also

preserved. It is also recommended to document positive or negative incidents so that managers

have first shown their employees.

Documents are used by organizations in other ways. These may include procedures, work

instructions, and software commands, but for some, but for human resources, these are the

common uses of documents. . And there are instructions for storing these documents properly

(Bouhring-Uhele, Christian and Lars, 2006).

13

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

1 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).

5 NEW EMPLOYEE ORIENTATION AND TRAINING

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The legal framework of the recruitment process should be based on the following standards set by

the institutions on legal and ethical rules.

Sleep disorders and vulnerability figures are asleep. Based on information about the safety and

health of corporate governance and corporate security every year:

5 MORE THAN 5,500 EMPLOYEES DIE FROM WORK-RELATED INJURIES IN THIS

COUNTRY, CONFIRMING THE FACT THAT MOST EMPLOYEES ARE NOT AT WORK.

1.3 million workers have to face non-lethal injuries, including some days of work (Bouhring-Uhele,

Christian and Lars, 2006).

14

There should be safety training meetings

6 PPE –THE COMPANY MUST HAVE WHAT THE EMPLOYEES NEED TO KNOW

(BUHRING-UHLE, CHRISTIAN AND KIRCHHOF, GABRIELE LARS, 2006)

The management skills should teach the employees as well

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 The

know how must be shown to all employees as they work

1 ARBITRATION AND JUDICIAL PROCEEDINGS

The mediation process is private between both sides and informal, whereas the lawsuit is a formal

procedure held in a public court.

Process Speed: The mediation process is fast enough. In civil litigation, the court should have time

to hear; It may also mean for several months before the case is heard (Hunt, James and Strongin,

1994).

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5 COST OF THE PROCESS: THE COST FOR THE MEDIATION PROCESS IS LIMITED

TO THE FEE OF THE ARBITRATOR, BUT COSTS FOR LITIGATION INCLUDE LEGAL

AND LEGAL FEES, WHICH CAN BE VERY HIGH

15

1 PROCESS SAFETY DATA OR INFORMATION

The decisive process was confirmed by arbitrary judges, referees and their grandparents, in the

trial, the judges were accustomed to, but little or did not register in the election of their part. The

parties indicated that they were already registered by the court or jury.

Use of Lawyers: In civil cases, lawyers take a lot of time to gather evidence, speed up and present

their business; 5 LEGAL COSTS CAN BE VERY HIGH IN LITIGATION.

Allowed tests: The mediation process involves a limited process and the mediator examines which

evidence is allowed, while the full disclosure of the evidence of both sides is necessary for disputes.

16

1. 1 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).

7 EMPLOYEE RETIREMENT INCOME SECURITY ACT (ERISA)

In general, ERISA does not incorporate pension plans to preserve churches or plans for

government agencies, their staff, which are fully cared for in compliance with labor, wages or

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disability laws. ERISA does not include programs that are designed for the benefit of non-alien

foreigners or other unwanted external benefits of the United States.

17

The Act requires companies to address the grievances and give the employees paths to sue for the

benefits. The Act also spells out the route in which the employees might be paid should the plans be

terminated.

ERISA sets the minimum standards for health plans and provides protections for the plans.

(Raymond and Other, 2001).

The Act requires the companies to provide plans including the information about the plans and the

other features which the plans are funding.

7 THE MINIMUM STANDARDS FOR BENEFIT ACCRUAL, VESTING AND FUNDING

MUST BE LAID BARE BY THE COMPANY.

Employer’s Fiduciary Responsibilities

18

The company has a duty to act Prudently: the core responsibility which are used in exercising good

judgement. In case the Fiduciary has no qualified person, the Fiduciary expert should be hired by

the company

The following can be done to fulfil the Fiduciary responsibilities for employees

Employer’s Fiduciary Responsibilities

Many cases and others who exhibit the seriousness of the responsibilities of project participants

and those taking advantage of them.

The benefits of your employees are important aspects of employment and maintenance. But, with

the increase in litigation related to duty-related violations, it has become very weak to support the

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retirement and health care sector.

The Employees Retirement Maintenance Act (ERISA) defines the practice standards for those who

manage their retirement, private sector and property plans (which are called Fiduciaries).

19

Diversify plan investment: The employers have the liability to act on the interest of the employees.

Employees should be encouraged to invest in different portfolios in order to avoid putting all eggs

in one basket.

Follow the documents as Planned: The plan documents give the day to day operations and it gives

the elements of plan. The elements can include vesting, participation, distribution plans and assets.

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

(1997). NATIONAL INSTITUTE FOR OCCUPATIONAL SAFETY AND HEALTH

(NIOSH) PUBLICATION NO. 97-117.

Raymond E. 1 KIRK AND DONALD F. Othmer (2001). 1 KIRK-OTHMER

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

M.S. 1 RAY AND M.G. Sneesby (1998). 1 CHEMICAL ENGINEERING DESIGN

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

PUBLISHERS.

3 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.

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8 SANO, JOELLE AND JOHN B. Williamson. 1 (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. 1 INTEGRATIVE

BARGAINING IN A COMPETITIVE MARKET. ORGANISATIONAL BEHAVIOUR AND

HUMAN DECISION PROCESSES, 35:294-313.

References Craig, W. Laurence; 1 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. 1

WASHINGTON, D.C. BNA Books,. 1 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: 8

BLACKWELL PUBLISHING, 2003

Citations (8/8) 1 Another student's paper

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3 Another student's paper

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6 http://www.irilmm.com/knowledge-base/bibliography/133-legal-aspects-of-scm.html

7 Another student's paper

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Uploaded - Assignment 3 Pay Benefits and Terms and Conditions of Employment 2.pptx

FAIR LABOR STANDARDS ACT

Source - Another student's paper Fair Labor Standards Act

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THE EQUAL EMPLOYMENT OPPORTUNITY ACT OF 1972

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

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DIVISION PROTECTING PUBLIC AND PRIVATE EMPLOYERS WITH 15 EMPLOYEES OR MORE, PUBLIC AND PRIVATE 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

Uploaded - Assignment 3 Pay Benefits and Terms and Conditions of Employment 2.pptx

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: 67% match

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Uploaded - Assignment 3 Pay Benefits and Terms and Conditions of Employment 2.pptx

THE CHANGE IN THE DRAFT WAS MADE TO WIN FEDERATION

Source - Another student's paper Change to Win Federation

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UNFAIR LABOR PRACTICES

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RAY AND M.G

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EASY VIOLATION OF LABOR LAWS LESS REPRESENTATION OF THE WORKFORCE

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

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RESPONSIBILITY OF THE ORGANIZATION

Source - Another student's paper Responsibility of the Organization

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Source - Another student's paper

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KNOW THE LAW, KNOW YOUR CONTRACTS AND KNOW YOUR STORY

Know the law, know your contracts, and know your history

Suspected Entry: 71% match

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INDIVIDUAL MERIT PRINCIPLE

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

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: 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: 100% match

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ARBITRATION AND JUDICIAL PROCEEDINGS

Source - Another student's paper Arbitration and Judicial Proceedings

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: 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: 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

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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.)

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

Source - Another student's paper (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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ORGANISATIONAL BEHAVIOUR AND HUMAN DECISION PROCESSES, 35:294-313

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

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

Suspected Entry: 100% match

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

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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

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Suspected Entry: 63% match

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FLSA MINIMUM SALARY

Source - Another student's paper FLSA minimum wage

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: 71% match

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NATIONAL LABOR RELATIONS BOARD (NLRB), INDEPENDENT LAW OF FEDERAL AGENCIES ABROAD

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

Suspected Entry: 67% match

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IN OTHER COUNTRIES THERE IS NO PUBLIC RIGHT FOR WORKERS TO ESTABLISH LEGAL PERSONALITY IN THE UNION

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

Suspected Entry: 100% match

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EQUAL PAY ACT, 1970

Source - Another student's paper Equal Pay Act 1970

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IT WILL ENSURE THAT THE REMUNERATION IS REASONABLE AND DOES NOT DISCRIMINATE BETWEEN CANDIDATES ON THE BASIS OF GENDER, RELIGION, DISABILITY AND CASTE

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: 78% match

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GENDER BIAS WILL END ON THE WORKPLACE RACE RELATIONSHIPS 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: 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, GABRIELE LARS (2006) ARBITRATION AND MEDIATION IN INTERNATIONAL BUSINESS 2ND ED

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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PRIVATE ASSOCIATIONS ARE GOVERNED BY THE NATIONAL LABOR RELATIONS ACT (NLRA), WHICH WERE PASSED AND AMENDED IN 1935

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

Suspected Entry: 100% match

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ROLE OF LABOR RELATIONS

Source - Another student's paper Role of labor relations

Suspected Entry: 63% match

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THE COMPANY PAYS HUGE SUMS IN TERMS OF NEGOTIATION COSTS AND COMPLIANCE WITH THE FEDERATION GUIDELINES

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

Suspected Entry: 70% match

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THE UNION USES ITS REPRESENTATIVES TO NEGOTIATE HIGHER WAGES OR OTHER CHANGES

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

Suspected Entry: 69% match

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THE COMPANY IS INVOLVED IN FEDERAL INDUSTRIES THAT ALSO MAKE REPRESENTATION PLANS FOR THEMSELVES

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

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THERE MAY BE REPRESENTATION POLICIES IN COMPANIES WITHOUT TRADE UNIONS, BUT THEY ARE RARELY KEPT STRICTLY

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

Suspected Entry: 77% match

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THE COMPANY COMPROMISES ON WORKING CONDITIONS FOR HUMAN RESOURCES AND WORKERS POLICIES

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

Suspected Entry: 89% match

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THE EFFECT CAN ALSO BE SEEN ON THOSE CHANNEL PARTNERS WHO ARE PUSHED TO PROVIDE THE MATERIAL AT THE LOWEST POSSIBLE COST, AND WAL-MART IS ABLE TO DO SO USING ITS LARGEST RETAILER AND ITS OPERATIONAL SCALE

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: 66% match

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IT IS IMPERATIVE THAT YOU ARE FAMILIAR WITH FEDERAL LAWS AND REGULATIONS THAT DIRECTLY AFFECT YOUR ORGANIZATION AND YOUR 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: 65% match

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ASSOCIATIONS - AND PEOPLE - OFTEN REFER TO CONTRACTS IN NEGOTIATIONS AND EVEN DURING THE DAILY WORK CONTRACT

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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FOCUS ON THE POSITIVE

Source - Another student's paper Focus on the Positive

Suspected Entry: 69% match

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PROMOTE POSITIVE REPRESENTATIVES BY WORKING WITH THEM ON STRATEGIES THAT REWARD THOSE POSITIVE STRATEGIES WITH FEDERAL REPRESENTATIVES, DO NOT PUNISH NEGATIVE PEOPLE

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

Suspected Entry: 83% match

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AMERICANS WITH DISABILITIES

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

Suspected Entry: 100% match

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PROCESS KNOWLEDGE & DOCUMENTATION

Source - Another student's paper Process Knowledge & Documentation

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: 76% match

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MORE THAN 5,500 EMPLOYEES DIE FROM WORK- RELATED INJURIES IN THIS COUNTRY, CONFIRMING THE FACT THAT MOST EMPLOYEES ARE NOT AT WORK

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: 100% match

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COST OF THE PROCESS

Source - Another student's paper Cost of the Process

Suspected Entry: 75% match

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THE COST FOR THE MEDIATION PROCESS IS LIMITED TO THE FEE OF THE ARBITRATOR, BUT COSTS FOR LITIGATION INCLUDE LEGAL AND LEGAL FEES, 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: 81% match

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LEGAL COSTS CAN BE VERY HIGH IN LITIGATION

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

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Suspected Entry: 64% match

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PPE –THE COMPANY MUST HAVE WHAT THE EMPLOYEES NEED TO KNOW (BUHRING-UHLE, CHRISTIAN AND KIRCHHOF, GABRIELE LARS, 2006)

Source - http://www.irilmm.com/knowledge- base/bibliography/133-legal-aspects-of-scm.html

Christian Buhring-Uhle and Gabriele Lars Kirchhof

Suspected Entry: 99% match

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EMPLOYEE RETIREMENT INCOME SECURITY ACT (ERISA)

Source - Another student's paper Employee Retirement Income Security Act (ERISA)

Suspected Entry: 66% match

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THE MINIMUM STANDARDS FOR BENEFIT ACCRUAL, VESTING AND FUNDING MUST BE LAID BARE BY THE COMPANY

Source - Another student's paper It sets minimum standards for participation, vesting, benefit accrual and funding

Suspected Entry: 100% match

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SANO, JOELLE AND JOHN B

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

Suspected Entry: 100% match

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BLACKWELL PUBLISHING, 2003

Source - Another student's paper Blackwell Publishing, 2003

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