Employment law Essays

5–8 how specifically,do equal employment laws apply to recruiting activities? Equal employment laws apply to you in such a way that can be instrumental to the recruiting process. It is the company's duty to provide equal opportunity for more diverse workforce emanating eliminating barriers and Setting policies and procedures to create a more hospitable environment. HR must abide by all malls and make the minimum accommodations for anyone with disability or handicap. 5–9 what are the five main

Denial of Application The fourth key step in the Texas employment law project is to make it a requirement that employers provide any applicant with a written notice explaining to them why exactly their application was rejected if the reason of rejection is due to applicant having a criminal record. This requirement is vital to the process of getting these people with a criminal records reintegrated into society. First off, many of these applicants may either be on parole or on a rehabilitation

The At-Will-Employment law was written in 1877 to counteract and sabotage the 1863 Emancipation Proclamation, or the freeing of the slaves; the At-Will-Law was implemented to entrapment uneducated slaves back into slavery.Sadly, much of the nation still recognizes the antiquated law Consequently, the deceptive and cruel practice hasn't changed. Recent studies established that the At-Will-Employment Law is highly abused in the corporate world. Similar, the law endorses oppression, promotes division

you. (2012). HR Specialist: North Carolina Employment Law, 6(12), 4. Summarize: The study reviewed six stages to reduce an employer's undeserved termination practices. The at-will-employment-law states that an employer can terminate an employee at any time without proper reasoning. However; if the employee can prove discriminatory or the employer is not providing a safe working environment a wrongful

Employment law is fraught with complex legislative frameworks and the area of redundancy is no different. Employers are entitled to make an employees position redundant. This may effect a single employee, a collective group or even a firms entire workforce should a full closure of business arise. Usually a savvy employer will offer the opportunity of voluntary redundancy in the first instance followed by a compulsory approach if needed (Cox et al,2009). So what legal protections are afforded to employees

2.1 Identify the main principles of discrimination law in recruitment and selection and in employment. Fixed Term Contracts - Employment Act 2002. Work eligibility. Protection of Freedoms Act 2012 (regulated activities adult/children). Rehabilitation of Offenders Act 1974 (employing ex-offenders). Immigration, Asylum and Nationality Act 2006 Principles of discrimination law Direct Indirect By association Equality Act 2010 Direct discrimination performs when someone is treated less favourably

What are the three most important laws that regulate discrimination in employment? Who is protected by each, and what rights do employers still maintain when it comes to making decisions about employees? The three most important laws that regulate discrimination in employment are the Civil Rights Act (1964/1991), Age Discrimination in Employment Act (1967), and Americans With Disabilities Act (1990/2008). The Civil Rights Act covers private employers with 15 or more employees and protects individuals

Pertinent Laws There are many laws that are regulated by the Department of Labor (DOL), many of which protect certain actions and behaviors in the workplace. The transcript brushed upon some of the laws and showed where both the employer and employee violated some of them. Many labor laws are defined on a state level, as well as a federal level. The laws that are pertinent to the issue in the transcript are outlined below. One law that could be applied to the issue presented in the case study is

The non-compete agreement is one of the more conversional topics in employment law today. A non-compete clause can be defined as a contract in which one party agrees to not enter into a similar profession in competition against another party. According to FindLaw, there are three legal requirements for non-compete agreement, which are, “be supported by consideration at the time it is signed, protect a legitimate business interest of the employer, and be reasonable in scope, geography, and time.”

Introduction “Law is what the courts say it is”. This statement is true depending on the case that the court would be dealing with. The type of statutes and laws which have been previously used on a similar case would also influence the decisions made by the courts. The English legal system is not codified except for only a few area’s which are codified such as Employment law and Consumer law. For Example, there are a range of different Acts within Employment law which help interpret when a worker

Case Law Examples: Affirmative Action and Employment at Will The purpose of this research paper is to discuss case law examples, and to discuss the arguments for and against the concepts of affirmative action and employment at will. The paper will discuss the definitions of both, as well as to give specific cases that are in favor of and against each concept. Definition of Affirmative Action Affirmative Action plans are put into place within organizations to ensure that employers are taking measures

At some stage in life employment law will affect the majority of people in the UK. Whether he or she is a director, manager, employer, employee, contractor or a free lancer. He or she will spend the majority of their waking days at work, travelling to and from work and even dreaming of work. Employment Law is designed and structured in a way to protect the rights of either the employee from the employer and/or the employer from the employee. Employment law is a fundamental aspect of a business and

2.2 Discuss how employment law affects the management of Human Resources in a selected service industry business Employment law is the area of law controlling the relationship amongst employers and employees, including what bosses can anticipate from workers, what employers can request that employees do, and employees' rights at work(Cipd.co.uk, 2017). Employment law can also be defined as The different employment laws in your Country or city Employment legislation: The

Pro-Employee Laws Regarding Employee Work Breaks People are often surprised when I inform them there are no federal laws requiring employers to give breaks to their employees, however let me assure you that this is factual. There is no law that mandates rest breaks, lunch breaks, or even breaks for using the bathroom; and don't even consider OSHA and their bathroom breaks. In most states there are not even laws requiring breaks for any reason except for minors. There are some states that have laws which

Assignment #2 Recruitment Exercise University Maryland University College HRMN 408 6380 Employment Law for Business Professor Dawn Murphy June 18, 2017 MEMORANDUM TO: Fire Commission FROM: DATE: June 18, 2017 SUBJECT: Recruitment Practices Recruiting and selecting the right individual for a risky, yet rewarding career in the field of firefighting can be a daunting task; however, this process is vital to the health of the department. The purpose of this memo is to discuss previous

Labor Employment Chapters three and four discusses the political , industrial , social , and economics areas among other factors that contributed to the history of the National Labor Relations Act (NLRA). Those chapters also explained the role played by each labor employment relations laws such as Wagner Act, Taft-Hartley , and Landrum-Griffin- and the importance in today’s law labor. It was not until I read the chapters that I realized the history behind today’s labor relations , the evolution

wage and overtime pay, this will affect private and public employment. It will require employers to pay covered employees who are not otherwise exempt at least the federal minimum wage and overtime pay of one-and-one-half-time the regular rate of pay. For nonagricultural operations, it will limit the hours that children under the age of 16 and prohibits the employment of children in certain jobs believed to be too dangerous. The Employment Standards Administration’s Wage and Hour Division within the

Traditional employment relationships consists of two parties, namely the employer and employee. In contrast three parties are involved in triangular employment relationships, namely the agency supplying the workers; the client enterprise who uses the services of the workers and the workers themselves. One of the key features of this type of employment relationship is that the usual role of an employer, is split between the agency and the client enterprise. For example, the agency supplying the workers

desires to retain. When employees know that their company might be acquired, they understand that their employment security may be in danger. In these situations, companies who want to ensure these employees' continuing loyalty and commitment sometimes feel that it is in the best interests of the company and its stockholders to provide the employee with an incentive to continue his or her employment and to motivate the employee to maximize the value of the company upon a possible change of control.

and palliative care group known as Seasons. The lawsuit includes allegations that the defendants, Seasons Hospice and Palliative Care Group of California, Inc. refused to pay the plaintiffs in the case appropriate overtime pay as required by labor law. In addition, plaintiffs claim that the hospice and palliative care group failed to offer required rest periods and meal breaks as outlined in the California Labor Code. Basic overtime wages for non-exempt employees of Seasons Hospice and Palliative