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Each of the acts below and list one implication for human resource professionals for each act
Americans with Disabilities Act of 1990/2008
Fair Labor Standards Act of 1938 (FLSA)
Family and Medical Leave Act of 1993 (FMLA)
Occupational Safety and Health Act of 1970 (OSHA)
Worker Adjustment and Retraining Notification Act of 1988 (WARN Act)
must include 3 references to support your thinking.
Do you think that companies can do without detailed job descriptions? Why or why not? Do detailed job descriptions give an employee the opportunity to say, “That’s not my job.” ?
There are several laws that cover Equal Employment opportunities. Understanding and enforcing the protection and rights of all workers in the recruitment process should be a business imperative.
This morning the Boss entered your office and told you that he wanted you to prepare a termination for an employee, John. He said that he just found out that John was previously Jane and that this knowledge ate at the core of his religious beliefs and he would not tolerate such aberrant behavior in his organization. As the HR Leader, what would you tell your Boss regarding this matter? And by the way, your Boss is the CEO of the Church of Natural Theolog’s Medical Clinic and John is a Licensed Nurse Practitioner for the Clinic and a lay minister in the Church.
Here are a few references to get you going:
1. http://www.nolo.com/legal-encyclopedia/fighting-sexual-harassment-29532.html
2. https://www.nolo.com/legal-encyclopedia/same-sex-harassment-know-your-rights.html
3. https://www.eeoc.gov/eeoc/newsroom/wysk/lgbt_examples_decisions.cfm
4. SHRM Article on Avoiding LGBTQ Discrimination in your Benefits Program
5. SHRM Article on What Does the High Court’s LGBTQ Ruling Mean for Employee Benefits
For this task, you will write a reflection on a current issue in strategic human resources. Once you have read the article of your choice, write a reflective analysis in relation to an organization you work for or used to work for. Refer to the article How to Broaden Your Critical Thinking Skills and use critical thinking in your response to the following three questions:
What area of human resource strategy is discussed in the article you chose, and how did the strategy address a human resource issue? Provide supporting details.
How would you compare the human resource strategy in the article to the human resource strategy in your organization? Provide supporting details.
If you were the human resource leader, what would you have done the same, and what would you have done differently? Explain your answers with a supporting rationale based on the course and curriculum content you’ve learned this far.
Identify and explain the Employment-at-Will Doctrine and all the possible exceptions to the Doctrine. Research and provide an example case of a wrongful discharge in the last two years in violation of the Doctrine and explain the facts, the parties, their arguments, the law and the outcome of the case.
Discuss the complications that addiction and violence can add to the home of a family with a member who has a disability as discussed in Chapter 7 of Hanson & Lynch, Understanding Families. Do you think having a family member with a disability increases the risk factors for addiction and violence and why? Find and discuss at least one local resource (local to you) that can assist families encountering addiction and/or violence.
Leo works for FLYME Airlines as an air traffic controller at a busy city airport. For the last two years, his health has been deteriorating. He sits all day, does not exercise, has gained 28 pounds and has slowly developed high blood pressure. Leo recently had a heart attack and is worried the stress of his job will be too much for him. He is nearing retirement but does not want to stop working. You are Leo’s boss and not happy with his job performance or his physical or mental state. You are worried about his personal health and more so, his ability to do the job safely and the safety of others.
Discuss the following:
Determine and identify the law in your home state as to Worker’s Compensation and who is entitled to it. Then, provide what the company’s options are and whether Leo qualifies for workers’ compensation due to his health issues and high blood pressure. Analyze the key legal and ethical issues faced by you, the employer and what some of the arguments would be on both sides if Leo applies for worker’s compensation.
Explain the Direct Threat defense pursuant to the Americans with Disabilities Act and whether the employer can fire Leo using the defense.
Summarize your understanding of Unions and some of the key issues that are important to both employees and employers today.
Jamie Best, a black female, applied for a management position in Ames Department Stores in Seattle. After completing her application and two interviews, she was asked to take a math test and a general aptitude test. As a result of her score, she was disqualified from consideration for the management job. Argue whether you believe that this testing policy is a violation of Title VII and what is required, when testing potential employees for a job. Explain how Title VII protects employees in the workplace and how tests are validated.
Benjamin, one of your managers for your business, likes to hug employees in the morning and you have advised him against this practice. You have provided him counseling and videos to watch that demonstrate appropriate touching and actions per sexual harassment in the workplace. Benjamin is mentally challenged, and most employees understand his limitations. Lori, a new employee, files suit for sexual harassment against your business for Benjamin’s actions. What forms of sexual harassment discrimination exist today and, identify the required elements Lori would have to prove in civil court to be successful? How does the “culpability element” help or hinder Lori in her lawsuit?
How does the strategic direction of the organization influence human resources planning activities?