Hrm320 Full Course Latest 2015 November [ All Discussion , Assignment ,Week 4 Quiz and Research Paper

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hrm320 full course latest 2015 november [ all discussion , assignment ,week 4 quiz and research paperClick Link Below To Buy:http://hwcampus.com/shop/hrm320-full-course-latest/week 1week 1Lofty Lawns (graded)MAKE CERTAIN TO READ MY FIRST POST BEFORE POSTING YOUR DISCUSSION FOR THE WEEK!(TCO 1) Larry Land establishes a landscaping business under the name "Lofty Lawns." The business handles lawn care and seasonal flowersfor apartment complexes, condominium associations, and homeowner associations. Larry wants to keep labor costs, legal liability, and administrative paperwork to a minimum. When he hires groundskeepers, he requires them to sign an "independent contractor" agreement that acknowledges they are independent contractors, not employees. He does not require that they be incorporated or have experience. He provides a free 1-day training seminar on lawn care "the lofty lawn way" to all his workers. He requires them to buy their own white truck and to buy from him (at cost) the trim package that says "Lofty Lawns" on the side and back of the truck. He requires them to maintain their own vehicle liabilityinsurance (and show proof of insurance), and to pay for their own gas and truck maintenance. Lofty Lawn provides all the mowers, leaf blowers, and other landscaping equipment. Workers are required to call in for a list of their day-to-day assignments, drive to the properties, perform the necessary work, call for the next job assignment, etc. They are expected to be "on call" (available) from 8 AM-4 PM, Monday through Friday. While working, they must wear the official "Lofty Lawns" T-shirt (summer) or sweatshirt (winter). Workers are paid a flat fee per property serviced, based on the amount of work and time necessary to complete the job. They must pay their own expenses to travel from one property to another, but they are guaranteed that jobs will not be more than 10 miles apart. They are not paid any benefits, such as health insurance, vacation or sick pay. Lofty Lawns does not deduct any withholding taxes (income taxes or payroll taxes) from their paychecks. Once each week, Larry visits the property where each worker is performing grounds work, monitors the work being done, and instructs the workers if he sees a need for improvement or a change in how they work the property. These weekly inspections can be on any day of the week so that the worker doesn't know when to expect Larry. Based on his worksite monitoring and on customer satisfaction or dissatisfaction, Larry adjusts the rate of compensation for each worker twice each year. Almost all of Larry's workers work for him on a 40+ hour week basis and do not work for any other landscaping company.Recently, Will Worker was driving from one customer's property to the next customer, ran a red light, and accidentally struck the car being driven by Sarah Senior, injuring her and damaging her car. Unfortunately, Will had just missed his last auto insurance premium payment, so his insurance company denied coverage. Sarah wants to pursue Larry's business, "Lofty Lawns" for her damages. What is Sarah's theory? Will she succeed?diss 2TLC Pet Care (graded)MAKE CERTAIN TO READ MY FIRST POST BEFORE POSTING YOUR DISCUSSION FOR THE WEEK!(TCO 9) TLC Pet Care Centers, a franchise operation of pet care clinics with boarding, has 56 full-time and 28 part-time employees at 13 locations. Employees include licensed veterinarians, veterinary assistants, animal groomers and front desk help. Many of the part-time employees are high school and college students who help with animals being boarded, by walking dogs, cleaning cages and helping with check-in and check-out. The management of TLC Pet Care Centers wants to establish uniform standards for these part-timers. To ensure that applicants have a real interest in working with animals, a "veterinary aptitude test" is being proposed, which would require applicants to identify various cat

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hrm320 full course latest 2015 november [ all
discussion , assignment ,week 4 quiz and research
paper
Click Link Below To Buy:

http://hwcampus.com/shop/hrm320-full-course-latest/

week 1

week 1
Lofty Lawns (graded)
MAKE CERTAIN TO READ MY FIRST POST BEFORE POSTING YOUR
DISCUSSION FOR THE WEEK!
(TCO 1) Larry Land establishes a landscaping business under the name "Lofty
Lawns." The business handles lawn care and seasonal flowersfor apartment
complexes, condominium associations, and homeowner associations. Larry wants to
keep labor costs, legal liability, and administrative paperwork to a minimum. When
he hires groundskeepers, he requires them to sign an "independent contractor"
agreement that acknowledges they are independent contractors, not employees. He
does not require that they be incorporated or have experience. He provides a free 1day training seminar on lawn care "the lofty lawn way" to all his workers. He
requires them to buy their own white truck and to buy from him (at cost) the trim
package that says "Lofty Lawns" on the side and back of the truck. He requires
them to maintain their own vehicle liabilityinsurance (and show proof of insurance),
and to pay for their own gas and truck maintenance. Lofty Lawn provides all the
mowers, leaf blowers, and other landscaping equipment.
Workers are required to call in for a list of their day-to-day assignments, drive to the
properties, perform the necessary work, call for the next job assignment, etc. They
are expected to be "on call" (available) from 8 AM-4 PM, Monday through Friday.

While working, they must wear the official "Lofty Lawns" T-shirt (summer) or
sweatshirt (winter). Workers are paid a flat fee per property serviced, based on the
amount of work and time necessary to complete the job. They must pay their own
expenses to travel from one property to another, but they are guaranteed that jobs
will not be more than 10 miles apart. They are not paid any benefits, such as health
insurance, vacation or sick pay. Lofty Lawns does not deduct any withholding taxes
(income taxes or payroll taxes) from their paychecks. Once each week, Larry visits
the property where each worker is performing grounds work, monitors the work
being done, and instructs the workers if he sees a need for improvement or a
change in how they work the property. These weekly inspections can be on any day
of the week so that the worker doesn't know when to expect Larry. Based on his
worksite monitoring and on customer satisfaction or dissatisfaction, Larry adjusts
the rate of compensation for each worker twice each year. Almost all of Larry's
workers work for him on a 40+ hour week basis and do not work for any other
landscaping company.
Recently, Will Worker was driving from one customer's property to the next
customer, ran a red light, and accidentally struck the car being driven by Sarah
Senior, injuring her and damaging her car. Unfortunately, Will had just missed his
last auto insurance premium payment, so his insurance company denied coverage.
Sarah wants to pursue Larry's business, "Lofty Lawns" for her damages. What is
Sarah's theory? Will she succeed?

diss 2

TLC Pet Care (graded)
MAKE CERTAIN TO READ MY FIRST POST BEFORE POSTING YOUR
DISCUSSION FOR THE WEEK!
(TCO 9) TLC Pet Care Centers, a franchise operation of pet care clinics with boarding, has 56
full-time and 28 part-time employees at 13 locations. Employees include licensed veterinarians,
veterinary assistants, animal groomers and front desk help. Many of the part-time employees are
high school and college students who help with animals being boarded, by walking dogs,
cleaning cages and helping with check-in and check-out. The management of TLC Pet Care
Centers wants to establish uniform standards for these part-timers. To ensure that applicants have
a real interest in working with animals, a "veterinary aptitude test" is being proposed, which

would require applicants to identify various cat and dog breeds from a picture chart and name
body parts of dogs and cats with proper veterinary terms. Another proposal is that each high
school or college student who applies show a grade of "B" or higher in high school or college
biology. Management also wants to insist that part-timers show they've resided at the same
address for at least 6 months, as of way of avoiding hiring "transient" student labor.
Management also wants all applicants (full and part-time) to pass a "psychological screening"
test to insure they do not have violent tempers or anger control problems that would create a risk
of an animal being abused. Management is looking for a test to use for this. In the event an
employee is ever suspected of abusing an animal, TLC's current policy is that the employee will
be required to submit to a polygraph test (lie detector test) regarding the alleged incident. Every
employee must pass a drug screening test prior to being employed, in order to insure a drug-free
workplace. This fact is prominently stated on the top of TLC's employment application form. In
addition, the employee handbook at TLC states that any employee reporting for work whose
conduct causes the manager on duty to suspect drug use (including alcohol intoxication) is
grounds for that employee to submit to blood or urine testing. Refusal under that circumstance is
grounds for termination.
Are these policies at TLC Pet Care Centers in compliance with the law? If not, why not?

week 2

I am thoroughly impressed with your participation level during week 1, you all are in early, and have some fabulous research
Here is a reminder, below, but I promise as the session progresses I will not continue to post this. You may notice this week
disappeared. It is included in the READ MEs for the week, and will help you remember to NOT use the respond button above.
talking about:
Before posting anything, please make sure you understand the posting requirements, talked about in the syllabus as well as

Pleasedon'tuse the RESPOND above. Use the respond buttons within my READ ME posts, or those of you peers. The respon
the use of the professor.

The focus of this discussion is on the theft of time in the workplace. In fact, this is also part of the focus for your assignment

The internet is a staple of the modern office. Some companies are concerned that the Internet (and its e-mail application) le
in the workplace. But, others argue that the Internet promotes efficiency of information.

Question #1: theft of time - is that real? Does an employee who plays Facebook games at work owe their pay for that hour (
boss? Can an employer (a) monitor their employee's work on the computer and (b) block the use of certain websites?
Or - does the internet promote efficiency of information?
Your thoughts? Let's talk legality and ethics in this thread...

As the week progresses I will bring in additional information that may or may not relate to theft of time. Pay close attention t
though you only have post across three days), as each will include information that may help you with the homework assignm
your final exam.

diss 2

Elliptical - At Will (graded)
Human Resource Dilemma Number 5 (pg. 141, Moran text) says this:

In Elliptical Electronics Company’s employment handbook, it states in bold, “Employment is at will and can be terminated by
at anytime for any reason with or without cause.” Later in the handbook, a multiple-step grievance procedure is outlined. Tho
assaults a coworker without provocation. The co-worker is hospitalized, and Thomas is discharged immediately under the atblack, reports that Elliptical violated its employment handbook by not providing him with a hearing as outlined in its grievanc
advise Elliptical?

Do you think the grievance procedure modified Mr. Walker's at-will employment relationship with Elliptical? When it comes to
determination, what factors come into play and are all factors consistent?

This discussion for the week focuses on at will employment.
Let's start with the simple stuff.
1. What is "at will" employment?
2. What is "just cause" termination?

3. Can and does a step-by-step grievance (or termination) procedure in an employee handbook modify an "at will" employm
Let's talk about the basics and then get into some more "fun" and "complicated" issues as the week moves forward.
Please utilize concepts in the cases in your textbook while we discuss these legal issues.

week 3

week 3

Young & Rich (graded)

Young & Rich, Inc. is a retail clothing chain that markets to the higher end of the young adult market, with a "look" that's int
between "prep school" and "active adventurous." Image is very important to Young & Rich (Y&R), and a great deal of money
spent over the years marketing Y&R's distinctive image. For sales associates in its retail operations, the company seeks youn
who are "good looking," "clean cut" and have the "All-American-boy-or-girl-next-door" look. The company claims that this is
necessity," in that Y&R's customers are drawn to stores where the staff have the "look" they've come to associate with Y&R.
anyone with a drug conviction or who is currently in drug rehab. Y&R also will not hire anyone who is a member of the Comm

The company advertises its retail sales associate positions widely and hires from all racial and ethnic groups, men and wome
associates at Y&R have "the Y&R look." Of those who applied for available positions last year, 45% of white applicants were h
American applicants were hired, 40% of Hispanic applicants were hired, 100% of Native American applicants were hired (onl
Asian applicants were hired. Though Y&R hires more women than men for its retail sales operation, the percentage of applica
the same for men and women. In looking at the composition of the retail store staff, however, it's apparent that virtually all o
associates are light-skinned.

Desmonda, a dark-skinned African American, was denied a sales associate position at Y&R despite having retail sales backgro
woman, was told she did not have "the look we are looking for" when she applied for a sales associate position. Chelsea, a w
months in drug rehab last year was rejected for a job at Y&R. Ted, a white university student who is a member of the Comm

employment with Y&R for that reason.

About 25% of those hired as retail associates at Y&R were encouraged to apply when approached by a Y&R representative. T
She was with friends at the local mall one day (where there is also an Y&R store) and was approached, in the food court by a
encouraged her to apply for a sales associate position that had just opened up at the Y&R store. Traci buys Y&R clothing and
applied for the position that day and was hired. This same system is used to hire sales associates from all races and ethnic g
there a problem with this hiring practice? Why or why not?

diss 2

Rx Medical Supply (graded)

Rx Medical Supply(Rx), a company with just over 500 employees adopted a written Affirmative Action plan in the early 1990s
company's professional, managerial, and executive positions were held, overwhelmingly, by white males. White females cons
office and clerical staff. Rx's Affirmative Action plan was adopted voluntarily (not as the result of a court order). Under the pl
minorities were strongly urged to apply for the company's available positions, especially professional, managerial and execut
time, a large number of women and minorities were hired for these positions. Rx's approach was (and still is) to review the c
and identify all those who meet the "base" standard of "qualified" for the position. At that point, the company separates the "
from the "women and minorities" pool, and identifies the top candidate(s) in each pool. If there is only one position available
qualified" candidate overall. When there are two openings available for the same position, one position is filled with the top c
male" pool, the other with the top candidate from the "women and minorities" pool. If there are 3 openings available for the
by selecting the "most qualified" applicant in the "white male" pool, the most qualified woman in the "women and minorities
racial minority in the "women and minorities pool." If there are more than 3 openings for the same position, this same appro

As a result of its Affirmative Action plan, Rx has substantially increased the number of women and minorities in its profession
executive ranks. Women now hold 45% of these positions. African Americans hold 18% of these positions, and Hispanics hold
Action plan has come under attack as of late for being both "no longer necessary" and "discriminatory." Jason, a white male,
technical position at Rx even though his credentials and experience exceeded that of Jennifer, the top candidate from the "wo
who was one of two people hired for the position (there were two openings). There is no dispute that both Jason and Jennife
for the position.
Is Rx Medical Supply's Affirmative Action plan legally valid? Why or why not?

week 4

week 4

The Pregnant Professor (graded)

Abagail Adams was hired as an associate professor of economics atHeartlandUniversity. She was the first woman professor h
When she was hired, she was given the same three-year time period as all other associate professors at Heartland U. to esta
through teaching ability, publishing multiple articles in peer-reviewed journals, and developing a rapport with colleagues in th
committee participation and attendance at professional conferences. After three years, as was the custom, she would face a
either receive tenure and be promoted to full professor, or be denied tenure and given one year to locate another position.

During the next three years, Professor Adams earned high marks in student reviews for her teaching ability and she publishe
scholarly articles on economics. Her male peers in the Economics Department were enthusiastic regarding her teaching revie
publishing, since they all published multiple articles per year and expected her to do the same. In the second year of her app
became pregnant and reduced some of her non-classroom professional commitments as her pregnancy advanced. She then t
the birth of her child, time that was not included in the three-year review period. Upon returning to work, Professor Adams re
professional activity.

Throughout the three-year probation period, the Chair of the Economics Department, Professor Cratchett, as well as the maj
in the department complained about Professor Adams' unwillingness to participate in their weekly discussion forum on econo
commitment" to professional activities, including her failure to participate in several economics conferences held at various p
Professor Adams complained that Professor Cratchett was unfriendly to her and preferred the company of the other men in th
complained that many of these conferences occurred while she was pregnant (and could not fly) or while she was on matern
that her salary as Associate Professor was not commensurate with that of her male colleagues, and that this resulted from th
of compensation and promotion in her department, a process controlled by her male colleagues.

After her three-year probation, her colleagues in the Economics Department unanimously voted to deny her tenure. They adv
to new candidates and within a year had hired another woman, Professor Betsy Ross, to replace her.

Does Professor Adams have a claim for discrimination?

diss 2

Boys Behaving Badly (graded)

The "All Erection" Crane Company has been in business for many years. The company sells and leases cranes and other heav
of the sales force is male, and most of the office help is female. There is a lot of humor associated with the company's name.
cards and office stationary feature the picture of a crane with the company name "All Erection," and the slogan, "All Erection
of the Company, Pete Sakes, spends very little time at the company's facility, spending most of his time on the road developi
equipment. Pete claims he had no knowledge of the incidents described below, except as noted.

The office is run on a day to day basis by Eddie Ellis, who likes to kid the office receptionist, Gayle, about the large size of he
touched Gayle or made any sexual suggestions or requests of her. In his view, he just likes to kid around with her. Eddie has
decorated, inside and out, with cutouts fromVictoria's Secret andFrederick's ofHollywood women's lingerie catalogs.

Dave French is a salesman for All Erection. He is single, and so is Marie Sanchez, the office accounts manager. Dave constan
constantly turns him down. Just before Marie's annual review, Dave says to her, "You know who's on the review committee th
tells her that if she will go out with him "just once," he will put in a good word on her annual review. Marie complains about t
office, but has not filed a formal complaint with anyone.

The newest salesman in the office, Dale Fox, does not socialize with the other salesmen, who think he is gay. One day Eddie
little fun at Dale's expense, and place items of women's make-up and hygiene products on Dale's desk and in his desk drawe
and complains in writing to Pete Sakes. Pete reprimands Eddie privately but takes no other action.

A regular customer of All Erection, Bob Builder, always ogles at Gayle's breasts whenever he stops in. He makes comments s
both of you, Gayle," and the salesmen chuckle in response to his comments. Last week he stopped by and said, "Hi, Gayle, lo
up some Viagra tablets. The salesmen in the office roared with laughter. Gayle shot back with, "Are you sure that's enough, B
more laughter. Gayle has never made any complaint to anyone about being kidded about her breasts.

In conjunction with the above scenario, identify the incidents of illegal sexual harassment at the All Erection Crane Co. From
sexual harassment involved in the behavior. Additionally, explain the required responses in conjunction with the actions and b
changes in policy that should be implemented.

week 5

week 5

Case Court Reporting (graded)

Case Court Reporting is a private court reporting company, which provides certified court reporters to law firms to take testim
arbitration hearings, as well as providing "closed captioning" to local television stations for their community-based programm
(CCR) has 37 employees.

One of CCR's court reporters is Hanna Holy, a devout Christian who will not use everyday swear words because of her religio
name in vain. Hanna is a fast and accurate court reporter, but if a witness or lawyer uses swear words in any deposition or he
omits the offensive words. For example, when a witness said, "Hell, no, I don't give a damn what he does," Hanna typed, "He
what he does." When the law firm that ordered the transcript objected, Hanna's "correction" was "H---, no, I don't give a d-firm complained again, and the transcript had to be revised again (to state the original testimony) by another court reporter
have Hanna's sensibilities.

The office manager at CCR is Dale Dabbler, who recently proclaimed her conversion to Wicca-ism. In connection with her wor
associated with her new beliefs, she believes she should be entitled to burn a candle in her office every afternoon, and carry
deities on her at all times, on a necklace that dangles from her neck.CCR does not believe it should be required to accommod
religious practices on the job.

Due to a decline in the court reporting industry, CCR believes it must lay off about 10 of its court reporters. If layoffs are bas
youngest court reporters will be laid off. If the layoffs are based on skill level, which in court reporting is measured by the sp
someone can transcribe, most of the layoffs will be among CCR's oldest employees, those aged 45 or older. One possible solu
offering an "early retirement package" to all employees aged 50 or older, under which they would receive a generous cash in
For those not sufficiently induced, the company would require that they be transferred to in-office transcription of other cour
than continuing to be sent out to law firms for depositions and arbitration hearings.

Mary Sunshine, age 59, was dismissed last year as a court reporter for CCR, at a time when she was earning the highest pay
in the company. She was not given a reason for her dismissal, and was replaced by Ginny Fox, age 41, who was paid substan
a complaint with the EEOC over her dismissal, CCR discovered that during her tenure as an employee, Mary had stolen office
hundred dollars.
As the HR director at CCR, what problems can you identify?

diss 2

All American Gear (graded)

All American Gear, Inc. makes American flags. It has just under 50 employees. It is proud of its tradition of making its produ
American workers. All American Gear (AAG) hires people of all ancestries, but requires that all its employees be U.S. citizens
Costa Rica, who holds a resident alien card (showing he is in the U.S. legally) applied for a position at AAG for which he was
turned down based on lack of U.S. citizenship.

Two employees of AAG, Rajid, a first generation American of Pakistani ancestry, and Sonja, a first generation American of Se
complained that two co-workers of Mexican ancestry made abusive, derogatory remarks about them in Spanish. There was s
said, since everyone else who overheard the exchange speaks little or no Spanish. As a result, AAG adopted an "English only
Juan and Garcia, the alleged harassers, complained that the English-language-only rule discriminated against them because

Bernie is the national sales manager for AAG. His job duties include giving sales presentations to large groups. Several mont
injured in a motorcycle accident, resulting in permanent hearing loss and a broken arm. The broken arm now requires month
wants AAG to hire an assistant for him to hear questions in the back of the room at sales presentations, and special equipme

There is a job opening at AAG for a sewing machine operator. This position requires someone who can operate and maintain
machines that the company uses for stitching large cloth flags. The sewing machine itself has an emergency stop pedal on flo
levers at 2', 3 1/2' and 5 1/2' off the floor. It also requires someone who can set, reset, and un-jam large pieces of fabric fro
which requires upper body strength, mobility, and flexibility. Dana, a paraplegic with sewing experience, has applied for the j

Recently, after a wave of rumors began to cause complaints and absenteeism, two AAG employees disclosed certain medical
that he is HIV positive and is taking a cocktail of drugs to combat his condition. Farah admitted that he is suffering from an a
Other AAG employees are refusing to work with or near either Trace or Farah and state that they will quit if they are required
What laws, if any, apply to these HR issues at AAG?

week 6

week 6

Upsides and Downsides (graded)

Our readings focused on the benefits of unionizing and collective bargaining. Let’s examine the opposing point of view. Many
collective bargaining actually have a heavy downside that is sometimes ignored. Do you think there is a downside or disadva
engaging in collective bargaining? Explain your responses and support your positions.

Some other world factors that must be considered in any discussion of this issue are outsourcing and third world labor marke
and third world labor markets enter into the mix when it comes to unionizing and collective bargaining. How has the recent e
your position on these issues?

diss2

Express Delivery Systems (graded)

Express Delivery Systems, Inc. is a worldwide package delivery company that specializes in fulfilling "just in time" parts and
provides both "overnight" and "express" deliveries, express referring to the fastest road-based delivery available 24/7. Expre
drivers and sorters work in 3 overlapping 8-hour shifts, M-F, so that the necessary personnel are always available to make a
employees work7:00 AM to 3:30 PM (with a half-hour lunch break), some work10:00 AM-6:30 PM, some work11:00 PM-7:30
also two part-time "weekend" shifts, with 12-hour days Saturday and Sunday. EDS pays its full-time employees based on a 4
These employees can then earn "overtime" pay on weekends by filling in when needed if delivery demands require suppleme
"weekend" crew.

When full-timers work on the weekend, however, they agree to be "on call" in 4-hour increments. To do this, they "call in" th
"clock" begins. During that 4 hours, the employee must be reachable at all times via cell phone, and must be able to take a d
employee may not travel outside his or her "pick up zone" while on call, which limits mobility to approx. a 12-mile radius. If t
request, he/she makes the delivery and is paid for both the "wait time" and the time taken to make the actual delivery. If the
within the 4 hours, he/she is not paid, but can sign up for another 4-hour "on call" status at any time. No regular employee i
weekends; the company relies on "go getters" who want to make some OT on the weekend and are willing to be available for

Dennis, a full-time M-F employee, agreed to go "on call" weekends many times last year, and spent a total of 600 "overtime"
was only called and paid for deliveries for 150 hours. He insists that he is owed overtime pay for the remaining 450 hours.

During school holiday periods, EDS also hires high school students (aged 14 and older) to assist in processing orders at its tw
centers. EDS does not allow the students to work more than 6 hours per day or more than 36 hours per week, and they may
mechanical sorting equipment. The students are paid minimum wage, and the job is advertised as a "paid internship." The lo
that students who work at EDS over school holidays are returning exhausted, and that no one under age 16 should be permi

Renee, a scheduling manager for EDS, worked an average of 50 hours per week last year. She is paid a salary of $50,000 plu
scheduling of sorters and drivers for incoming orders. She supervises a staff of 8 scheduling assistants, who each coordinate
geographic regions. She is actively involved in hiring, training and supervising these scheduling assistants, but does not have
fire them. She is claiming overtime for the excess hours worked, and EDS is claiming she is part of "management" and is exe
overtime.
What issues do you see raised by this scenario?

week 7

week 7

Defined Benefit or Contribution Plans (graded)

Congress passed the Employment Retirement Income Security Act to protect employee benefits including pension or retireme
does not specifically address one of the current "hot topics" in employer retirement plans. That "hot topic" is the use of defin
contribution retirement plans. Employers that have defined benefit retirement plans are increasingly converting those plans t
while almost all new employee pension plans are defined contribution plans.What protections does ERISA provide to employe
these protections be inadequate from an employee standpoint as our country faces challenging economic times? Can employ
such as health insurance and retirement?

diss 2

Ergonomics Requirements (graded)

Compliance Publications (CP) has 2000 employees. Approximately 200 of those employees spend their 8 workday hours typin
for the various publications produced at Compliance. Many of these employees work in a large typing hall (an open location w
small desk and a computer where they complete their typing). Some employees, however, work from remotely from home du
and are responsible for providing their own workspace. Recently, the employees have been complaining about pain in their b
and discomfort on standing after the long day of typing. Individual employees have made the following suggestions.

Margaret, who works in the typing hall, asks for swivel typing chairs equiped with a high-back, lumbar (low-back) support, a
Jung, who works in the typing hall, asks for the computer keyboards to be replaced by ergonomic keyboards.

Angel, who works in the typing hall, asks for computer monitor screen guards to reduce the glare coming from the existing c

Kepi, who works in the typing hall, asks for current computer monitors to be replaced with large screen anti-glare plasma mo
ergonomic bracketing for the correct angle and positioning of the display.

Frank, who works in the typing hall, asks for CP to hire a trainer to come in and work individually with typists on ergonomic p

Lavone, who works in the typing hall, objects to any changes to his workstation and wants CP to agree that any changes it m
workstation.

Roseanne, who is an Executive Assistant, has her own office, and spends less than 1/4 of her work day typing, asks that CP p
ergonomic equipment and training that it provides to its workers in the typing hall.

Destiny, who works from home, asks that CP provide her with the same ergonomic equipment and training that it provides to
hall.

Eileen, who works in HR, collects the suggestions and is asked to make a recommendation to CP about how to proceed. Cons
stance on ergonomics, what should she recommend?

week 2

Assignment
Please answer the following questions in an MS Word document using APA style formatting. For
those which you need research to answer, please provide the citations.
1. What do you think are some of the factors in the modern workplace that
contribute to a theft of time? How can those factors be managed?
2. What does the word Whistleblower mean (legally speaking)? Give an example
of whistleblowing.

3. "Retaliation" has become one of the most often cited reasons for employees
filing charges with the EEOC against their employers. Please define
"retaliation" in the legal, employment sense - and explain when it is illegal.
What can an employee do when they feel they have been retaliated against
and for what reasons does retaliation rise to the level of an EEOC lawsuit?
4. During the course of a day, employee Jennifer Anniestown (an accountant)
constantly opens and updates her Facebook account on her iPad, checks on
her lottery ticket numbers, calls and talks to her mother for 30 minutes, her
children for 10 minutes (she makes sure they get home safely every day) and
her husband every afternoon for 15 minutes to see if he or she is making
dinner that night. Her employer, Billybob Thornblower listens to each of her
phone calls to make sure that she isn't talking to his wife, one of her good
friends, about his actions at work. (He is always hitting on the salesgirls, in a
good-natured way.) Billybob ends up being fired for sexual harassment when
one of the salesgirls complains. Jennifer's new boss, Tracy, notices that
Jennifer is doing a ton of personal work during company time. There is no
written policy about this issue at the company. To date, Jennifer's work is
exemplary. She always has everything done in a timely manner and her
books balance at the end of every day. What should Tracy do about this
situation?
5. Last month, Steven Smith was hired as the secretary for lawyer Wayne
Wright, who has a drinking problem. Wayne's last secretary quit when Wayne
tried to get her to go out with him on a date. So far, Steven and Wayne have
gotten along peachy. Steven is subpoenaed to testify in the harassment
lawsuit of Wayne's former secretary, and says (under oath) that Wayne has
treated him great, but that Wayne also admitted he had asked the secretary
out on dates regularly and grabbed her inappropriately. Steven is telling the
truth. A few weeks later, Wayne and his firm lose the harassment case and
have to pay the prior secretary back pay and reinstate her to her job as part
of the damages in the case. The firm terminates Steven so that they can put
the old secretary back in her job. Steven asks you what you think he should
do. What do you say?

Submit your assignment to the Dropbox located on the silver tab at the top of this page. For
instructions on how to use the Dropbox, read thesestep-by-step instructions or watch this
Tutorial Dropbox Tutorial.
See the Syllabus section "Due Dates for Assignments & Exams" for due date information.

week 3

Assignment

1. Define BFOQ and list to which characteristics it applies
2. What is USERRA? How does USERRA protect those on military leave?
3. What are the requirements of an Affirmative Action plan? List the criteria for
proof of its "remedial nature."
4. Answer Human Resource Dilemma, Ch. 7 #5, p.187 (Emmanuel Abrams)
5. Answer Human Resource Dilemma, Ch. 9 #4, p.237 (Sun Loo Chan)

Use APA formatting for your assignment and any citations you use.
Submit your assignment to the Dropbox located on the silver tab at the top of this page. For
instructions on how to use the Dropbox, read thesestep-by-step instructions or watch this
Tutorial Dropbox Tutorial.
See the Syllabus section "Due Dates for Assignments & Exams" for due date information.
\

week 5

Assignment
Please answer the following questions in an MS Word document using APA style formatting.
Cite your sources.
1. When can an employee’s religious belief qualify as a bona fide occupational
qualification?
2. Answer Human Resource Dilemma, Ch 14, #1, p. 355. (Milton, Madden &
Herman) )
3. Answer Human Recourse Dilemma, Ch 15, #3, p. 374. (Johnny Carlton)
4. Answer Human Resource Dilemma, Ch 16, #2, p. 394. (Harvey Jameson)
5. Answer Human Resource Dilemma, Ch 17, #3, p. 417. (Rita Hall )

Submit your assignment to the Dropbox located on the silver tab at the top of this page. For
instructions on how to use the Dropbox, read thesestep-by-step instructions or watch this
Tutorial Dropbox Tutorial.
See the Syllabus section "Due Dates for Assignments & Exams" for due date information.

week 4

quiz

TCO 1: If Dereck Jeter decided to switch baseball teams from the Yankees to the Mets, the
Yankees' best remedy would be
specific performance
injunction
rescission
money damages
Question 2. Question :
TCO 1: Which of the following is not a duty of an employee to his or her employer?
Duty of Loyalty.
Duty to Act in Good Faith.
Duty to Account.
Duty to Compensate.

Question 3. Question :
TCO 1: In determining whether a worker is an employee or an independent contractor, which of
the following factors would a court consider?
Training.
Control over the time and the manner of doing the work.
Payment of business expenses and providing of tools.
All of the above.
Question 4. Question :
TCO 1: The number of states that have adopted the Model Employment Termination Act is:
All 50.
33.
1.
Zero.
Question 5. Question :
TCO 1: An agreement not to go to work for your employer's competitor is called a:
Noncompete Agreement.
Unemployment Agreement.
Collective Bargaining Agreement.
Planned Agreement.
Question 6. Question :
TCO 9: John's employer has a reasonable suspicion that John has been involved in a theft of
several thousand dollars worth of tools. As part of the investigation, John undergoes a polygraph
test and is asked a series of questions. Which of the following questions would be prohibited by
the EPPA?

Questions about John's use of prescription drugs.
Questions about John's performance of his job duties.
Questions about inaccuracies on John's employment application.
Questions about John's whereabouts at the time the tools went missing.
Question 7. Question :
TCO 9: An employer's ability to subject an employee to a polygraph test is limited by what law?
The Employer Polygraph Act.
The Employee Polygraph Protection Act.
Title VII.
FMLA.
Question 8. Question :
TCO 4: Which law requires employers to obtain permission before hiring a third party to conduct
a back ground check of an applicant?
Fair Credit Reporting Act.
Title VII.
Fair Employment Act.
Equal Pay Act.
Question 9. Question :
TCO 4: A person who reports the illegal or unlawful activity of his or her employer is often
referred to as a:
Whistle-blower.
Snitch.
Good Samaritan.

Informant.
Question 10. Question :
TCO 4: When an employee's work environment becomes so intolerable that the employee has no
choice but to resign, the employee's job loss is referred to as:
Constructive discharge.
Retaliation.
Wrongful firing.
Hostile discharge.

Week 6: Employment Discrimination Research Paper
Your course project for this term is to write a 6-8 page, double-spaced mini-research paper, with
your subject as Employment Discrimination. Everything you need to know about the project
resides on this tab.
Your project requires at least three (3) outside resources besides the textbook. Your paper must
be written in APA format, include a title and reference page, and reference your sources both
internally (parenthetically) and in the reference page. Please use the APA template in doc-sharing
to complete your work.
Employment discrimination law is about prohibiting or encouraging behaviors in the workplace
regarding differences in people. It has evolved over the years significantly, and the passage of

Title VII, the US. Civil Rights Act, has made more changes to how the US defines the right to
work free from harassment and discrimination, than any other law, case, or regulation in the
nation. This project has three parts. Part 1 asks you to answer eight questions about employment
discrimination. Part 2 asks you to pick one US Supreme court case from a list, to discuss. Part 3
asks you to review pending legislation regarding employment discrimination, and provide a few
details about one currently pending (i.e. not yet passed) bill in either your state, or the federal
government. Remember, the focus of the project is on employment discrimination.
Project Part 1:

Answer each of the following 8 questions, in 1-2 paragraphs each. You can use your textbook, or
other outside sources to answer these questions. Do not write a book – answer the questions
succinctly.
1. What must a person who is claiming they were harassed in the workplace
allege in order to first state a case with the EEOC for each of the following
types of harassment:
1. Sexual harassment – quid pro quo
2. Sexual harassment – hostile environment
3. Religious harassment
4. Racial harassment
2. Explain the difference between sexual harassment, gender discrimination,
and sexual orientation discrimination, as those terms are used legally.
3. How does GINA protect a person whose mother died of breast cancer from
employment discrimination?
4. Provide one example of a behavior that could be found to be both a hostile
environment and quid pro quo forms of sexual harassment at the same time.
Explain how a person could argue that this behavior at work was illegal.
5. Give the main legal reason why every company should have a valid written
policy against all forms of harassment (besides the fact it is the "right" thing
to do.)
6. Can an employer require that only females serve female customers and only
males serve male customers? Explain your answer using legal terms.
7. How many employees must an employer or company have working for it to
be subject to:
1. the ADA

2. Pregnancy Discrimination Act
3. Title VII
4. IRCA
5. GINA
8. Assume you work for a company that has a sexual anti-harassment policy,
but not a religious, sexual orientation, or racial anti-harassment policy. Write
a one-two paragraph statement to your boss (the HR Director), as to why you
believe it would make sense to revamp the policy to include other forms of
harassment. Include one example of a real situation where a policy may have
protected a company from liability or stopped harassment from happening.
(You will find case examples on the EEOC website). Cite that case/situation in
your memo to your boss. Provide the amount of damages/fines the company
in your example case had to pay as a result of failing to protect an employee
from discrimination.
Project Part II. Employment Discrimination Cases.

Many court cases on employment discrimination have shaped, created, and changed the
employment landscape. Some protect employees from discrimination, and many protect
employers from liability. Settlements and trial court cases do not create legal precedent or
changes in the law. However, appeals court cases, and especially the U.S. Supreme Court Cases,
do change, shape, and create new law, when statutes are interpreted in binding ways. Pick ONE
case from the following list. Read the case. Answer each of the FOUR questions following the
list of cases and place them in your Project Part II. Be sure to identify WHICH of the cases you
selected.
List of U.S. Supreme Court Cases:
Vance v. Ball State University. http://www.supremecourt.gov/opinions/12pdf/11-556_11o2.pdf
University of Texas Southwestern Medical Center v.
Nassar. http://www.supremecourt.gov/opinions/12pdf/12-484_o759.pdf
Phillips v. Martin Marietta Corp. 400 U.S. 542
(1971). http://caselaw.lp.findlaw.com/scripts/getcase.pl?court=US&vol=400&invol=542
Espinoza v Farah Mfg. Co, 414 U.S. 86 (1973) http://caselaw.lp.findlaw.com/scripts/getcase.pl?
court=US&vol=414&invol=86
Oncale v. Sundowner Offshore Services, 83 F. 3d 118 http://www.law.cornell.edu/supct/html/96568.ZO.html
Questions for answering.

1. Explain briefly, the statute(s) (law or act) which was in question in your case,
the facts of the case, and why the parties were in court. What was each party
asking the court to do?
2. What did the court decide in your case and what will be the results of that
decision? (i.e. who won, and was the win final or did the court send the case
back to the lower court system to re-decide an issue?)
3. In what way did this case create, change, or shape the employment
landscape for employers as a result of the decision made? Did this change
help employers or employees the most? Explain.
4. Do you agree with the decision in the case you referenced? In other words, do
you think that employment law was made better and stronger, or weaker and
less effective as a result of this case? Write at least one full paragraph that
supports your opinion.
Part 3. Legal Research into an Employment Law Pending Before Congress

Organizations such as the Society for Human Resource Management (http://www.shrm.org)
work hard to support, lobby against, or provide education to the public about laws that will affect
workers and employers. These organizations significantly influence what laws pass. Savvy HR
managers have SHRM on their desktops so they are familiar with the many changes being
suggested at any time, as they could cost companies significant amounts of money if they are
passed.
Each year, thousands of proposed laws are being discussed, debated, and either passed, ignored,
or rejected in state legislators around the country, or in Congress.
Find a proposed piece of legislation in the U.S. (or your state legislature) which interests you.
This piece of legislation needs to regard employment law in some way (labor law, employment
discrimination, ADA, PPACA, Title VII, GINA, etc.) Note that any bill that suggests changes to
any current law will suffice, as well as a new law. Some examples you can use if you are
interested are: the Fair Playing Field Act of 2012, the Religious Freedom Act of 2012,or a new
bill regarding whether full-time employment under PPACA is 40 hours/week instead of 30 hours.
(Since the time of writing this project, it is possible these examples of passed – be sure to check
if you use any of them).
Places to look for legislation like this include:
Congress.gov. http://www.congress.gov
(Note that the Active Legislation link (right side) and Most Viewed Bills side include unpassed,
pending legislation. the Public Lawslink are passedlaws – so do not use those.)

Govtrack.UShttps://www.govtrack.us/
Note: you can type in your state, and get updates your state’s representatives to Congress.
SHRM’s legislative
pages:http://www.shrm.org/legalissues/federalresources/federallegislation/pages/default.aspx#
(Note that link takes you to the top level – and you can dig around on their links to find more
information. Some of the internal pages may require a subscription to SHRM, however.)
Once you find a law pending before Congress that interests you, read the bill and answer these
questions.
1. What is the name of the bill? What is the resolution number of the bill (e.g.,
HR 212)?
2. Does the bill you selected create a new law or amend an existing law?
3. If this bill is passed, how will it change current employment law? Be specific
here and include enough detail so that someone reading your answer really
understanding the bill under consideration.
4. State whether you agree or disagree with the bill. If you were a member of
Congress would you vote for it? Explain why.

This section of your paper should be about 1 to 2 pages.

Grading Rubric
Item
Answers to Questions 1-7 (10 points each)
Answer to Question 8
Case analysis
Question
Question
Question
Question

1
2
3
4

Pending Legislation
Question 1
Question 2
Question 3

Item
Question 4
APA formatting
3 references used

Total

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