MGT 434 Entire Course

MGT
434 Entire Course


 

 

Entire Course Link:

https://uopcourses.com/category/mgt-434/

 

 

Week 1 Legal Process Paper

John is an employee in a
private sector organization. He wants to file a discrimination complaint
against his employer.

Resources: EEOC
website at http://www.eeoc.gov and
the U. S. Court System website at http://www.uscourts.gov .Search
with the key words litigation processmediation
process
, and dispute resolution.

Prepare a
700- to 1,050-word paper in which you analyze and explain the following
discrimination complaint and civil litigation processes as it would potentially
apply to John and his employer. In your paper, explain in detail how the
complaint begins with the Equal Employment Opportunity Commission (EEOC) and
proceeds through the civil litigation process from the state level up to the U.
S. Supreme Court. Include a discussion on other relevant aspects addressing
discrimination complaints and disputes in the workplace.

Format your
paper consistent with APA guidelines.



Click the Assignment Files tab to submit your
assignment.

 

 

 

 

 

Week 2 Employer-Employee Relations Paper

Prepare a 1,050- to
1,750-word paper in which you identify and analyze the policy differences of
one of your team's organizations. Address the treatment of the following:


  • Regular employees versus temporaries or independent
    contractors

  • Exempt employees versus nonexempt employees



Include a discussion of how the employer of a team member
responds to state laws relating to employment-at-will. How do they ensure that
any exceptions to employment-at-will existing in their state are addressed?

Format your paper consistent with APA guidelines.

Click the Assignment Files tab to submit your assignment.

 

 

 

Week
2 Employer-Employee Contract Paper

Little Lamb Company needs an additional programmer for a special project.
The company enters into a contract with Mary to complete this project. Just as
the project is nearing completion, a new need arises for her services. She is
asked to continue with the company to complete the new project. While
completing the new project, the supervisor begins working more closely with
Mary and requires her to use company materials and equipment while adhering to
company work schedules. After two years, economic conditions force the company
to make budget cuts. Mary is asked to leave. Thirty days later, a major
contract is acquired by the company, which reinstates the need for Mary’s
services as a programmer. However, the supervisor chooses to hire his equally
qualified cousin and not offer Mary the opportunity to return.

 

Answer the following questions based on the scenario:


  • Is Mary an independent contractor or an employee?
    Describe the factors that led to her determination.

  • Has the employer-employee relationship changed over
    the course of time? If so, how?

  • Is Mary’s release legal under the doctrine of
    employment-at-will? Explain why or why not? If not, which of the following
    exceptions to employment-at-will have been violated? Explain why.


    • Breach of public policy

    • Breach of implied
      covenant of good faith and fair dealing

    • Breach of implied
      contract






Click the Assignment Files tab to submit your
assignment.

 

 

 

 

 

 

 

Week
3 Interactive Simulation Paper

Resource: Preventing Workplace Discrimination Simulation

Complete the simulation Preventing Workplace Discrimination found on the student
web page for Week Three and answer the following questions:


  • What are some measures a company may take to
    reasonably accommodate people with disabilities, or those with a known
    drug abuse problem, andhow does the simulation demonstratethese?

  • Should factors like personality, attitude toward
    work, and future upward mobility be considered when hiring? Explain why or
    why not.How does the simulation demonstratethese?

  • Can Title VII override the employment environment
    and conditions detailed in a written employment contract between an
    employer and an employee? Explain why or why not. How does the simulation
    demonstratethis?





Click the Assignment Files tab to submit your
assignment

 

 

 

 

 

 

 

 

Week
3 Title VII Paper

Prepare a 1,250- to 2,050-word paper explaining
the scope of Title VII and its applications in the workplace. Address the
following items in your paper:


  • The history and evolution of Title VII and its
    amendments (PDA, ADA, Adea)

  • The application of Title VII and amendments in the
    workplace

  • Who is covered and not covered under Title VII and
    its amendments

  • How disparate impact discrimination and disparate
    treatment discrimination occur under Title VII and their implications

  • Policies that companies must have in place to avoid
    violations of Title VII and its amendments

  • How the law defines sexual harassment and employers’
    responsibilities for addressing employees’ complaints in the work place



Format you paper consistent with
APA guidelines.

 

 

 

 

 

 

 

Week
4 Affirmative Action Paper

Prepare a 1,050- to 1,750-word paper in which you
describe the elements of affirmative action as it applies to public sector and
private sector employers and how it interacts with Title VII requirements of
Equal Employment Opportunity. Your paper must address, but is not limited to,
the following:


  • What employers are subject to affirmative action
    plans and why?

  • What do the plans require employers to do?

  • What happens if employers do not meet the goals of
    the affirmative action plan?



Include in your paper proper citations for each of these laws,
including the week’s reading.

Format your paper consistent with APA guidelines.

Discuss your findings in class.



Click the Assignment Files tab to submit your assignment.

 

 

 

 

Week
4 Labor Relations Project

Happy Trails, LLC. is a medium-sized independent living home, a for-profit
facility located in a suburban environment. Due to traffic and road congestion,
this eldercare facility is the most convenient independent living home near the
city. Independent living homes in the city offer many of the same services as
Happy Trails, but are more expensive. The elderly may go to a several hospitals
for acute health care issues.

In a response to the changing economy and
patient access from the suburban areas to the city, Happy Trails has taken some
measures to compete, become more attractive, and build on its long-term care
for patients in the surrounding areas. It has reduced overtime allotments of
its seasoned patient care staff, and has terminated several registered nurses.
As the registered nurses leave Happy Trails, they are replaced by Licensed
Practical Nurses (LPNs), who receive lower compensation and fewer benefits.

The health care facilities in the city are
unionized and are well represented by an experienced union business agent. The
union has recently negotiated superior wages and benefits at the independent
living homes in the city.

In terms of the health care professionals
employed there, Happy Trails is not so happy now because the union representing
the other facilities has received the attention of the Happy Trails LPNs.

 

Complete a 1,400- to 2,100-word paper that responds to the following questions:

As a Learning Team, you are a group of
individuals who are members of a consulting firm. You are responsible for
representing these LPNs and advising them regarding the following questions:


  • The LPNs have asked for your advice:


    • What would you advise
      the LPNs to do? Should they unionize? What are the advantages and
      disadvantages of unionizing at Happy Trials?

    • What issues might the union
      raise during the organizing effort?

    • What steps must the LPNs
      follow to unionize?

    • What unfair labor
      practices need to be avoided by LPNs?


  • The independent living home management team has
    asked for your advice:


    • What would you advise
      the independent living home management to do? Should they oppose
      unionization?

    • What arguments or
      defenses might the hospital raise to the union’s organizing issues?

    • If the company elects to
      resist unionization, what steps must the company follow?

    • What unfair labor
      practices need to be avoided by management?


  • Happy Trails’ management team may engage in any
    number of activities during the unionization. Which of the following would
    you advise? Explain why or why not?


    • Actively promote LPNs,
      offer bonuses, and place some into leadership and management roles.

    • Tell employees salary
      increases must cease to finance the collective bargaining agreement.

    • Explain current employee
      benefits to the LPNs, comparing them to the union promises.

    • Threaten to close the
      facility due to the union campaign.

    • Assist in the
      circulation of antiunion petitions.

    • Counter union
      exaggerated claims on flyers.

    • Tell employees they do
      not need to talk to union organizers, that they may vote against the
      union, and that the independent living home does not welcome the union.

    • Solicit employees to
      request the return of their authorization cards.

    • Tell employees they may
      be replaced if they vote for the union.

    • Appeal to the employees
      to defeat the union.




Include a description of the specific labor laws that you
included and why.

Discuss your responses to each of the previous questions and
include applicable references.

Format your paper consistent with APA guidelines.



Click the Assignment Files tab to submit your assignment.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Week
5 Employee Handbook Assignment

Prepare a 1,750-to 2,050-word document in which you create a representation of
actual sections of an employee handbook

Note. The handbook must be original student content and work.

In addition to describing the company to
which theemployee handbook applies, also address the issues of privacy,
employee or applicant testing, and performance evaluationsin the global
workplace. This assignment must include, but is not limited to, the
considerationof the following questions in drafting your handbook sections:


  • What privacy rights issues must be addressed?

  • What must the company’s position be in response to
    privacy rights issues?

  • How do your privacy protections limit the company’s
    liability?

  • How do your privacy protections enhance employee
    motivation and productivity?

  • How would your responses to the previous components
    differ if this was a public sector employer?

  • What are some ethical considerations involved in the
    design of this section?

  • What legal considerations must be made as you design
    your employee testing policies, particularly as you consider the different
    specific testing that might be done?

  • What ethical considerations must be made relative to
    your testing policies?

  • What legal considerations must be made as you design
    your performance evaluationsection?

  • What ethical considerations must be included in your
    determinations as to the design of the performance evaluation section?





Click the Assignment Files tab to submit your
assignment.

 

 

 

 

 

 

Week 5 Employee Safety, Health, and Welfare Law
Paper


Prepare a 700- to
1,050-word paper in which you explain the application and implication of the
following laws for your employer. Analyze the following employee safety,
health, and welfare laws:


  • Family and Medical Leave Act (FMLA) of 1993

  • Occupational Safety and Health Act (OSHA) of 1970



Answer the following questions:


  • What are employers' responsibilities under the law?

  • What protections does the law provide for employees?



Format your paper consistent with APA guidelines.

Click the Assignment Files tab to submit your assignment.

 

 

 

 

 

MGT 434 Week 5 Final Exam

MGT/434 Final Exam



Welcome to the MGT/434, Employment Law, final exam. You need to answer 4 of the
following 9 questions (including sub-questions, if any) with responses of at
least 200 words and post your final exam to the Final Exam link. Each response
is worth 3 points. You will need to number your responses with the
corresponding number below. Without the correct number, you will not earn
credit for your response. Although APA formatting is NOT required, please
ensure you put your name at the top of
your answer sheet. Make sure that you provide the rule of law raised by the
issue in each question, apply the elements of the law to the facts in the
scenario, and conclude with an answer to the question asked. Your final exam
submission should be posted not later than Monday.



1. Jenner began working for Encyclopedia Britannica as a part-times sales
representative in 1983. Her position required selling Encyclopedia Britannica's
educational products. Until 1995, she worked as a part-times sales
representative and then a district manager for Encyclopedia Britannica. In
1995, Encyclopedia Britannica decided to separate the parent division from the
school and library division and reorganize its sales force by "outsourcing:"
contracting with individual "regional directors" who would in turn
contract with individual sales representatives. The same people who had worked
for Encyclopedia Britannica under the previous arrangement filled many of the
positions under the new structure, in which branch managers became separately
incorporated regional directors and district managers while sales
representatives took positions with the newly formed companies.

Jenner signed a contract with Lee, a
former Encyclopedia Britannica branch manager who had formed her own
corporation and gathered a sales force comprised largely of former Encyclopedia
Britannica sales representatives. Jenner eventually became a territory
coordinator, a position slightly above sales representative but still reporting
to Lee. In 1998, Jenner was told that she was losing her territory and would no
longer be selling Encyclopedia Britannica products. Jenner sued Encyclopedia
Britannica, claiming that the loss of her territory was effectively a
termination. Was her suit successful, i.e., was Jenner an employee or an
independent contractor? Why?



2. During the
interview Gale had with Leslie Accounting Firm, Gale was asked whether she had
any children, whether she planned to have any more children, to what church she
belonged and what her husband did for a living. Are these questions illegal?
Why or why not?



3. An over-forty employee of the New York Transit Authority is denied a
promotion to station supervisor after he refuses to submit to an
electrocardiogram (EKG) as part of a physical. The NYTA required the physical,
and therefore the EKG's, for all supervisory position candidates who were under
forty and who had problematic medical histories, as well all candidates over
forty. The NYTA contended that the examination and test were necessary because
of the physical demands of the position. It also argued that people over forty
have an increased risk of heart disease, hence the EKG requirement. How would
you determine whether this employee should be required to undergo the test?



4. Dave comes into the office and says to Sue: "Good morning! You look
great today! Oops, I'd better not say that. That's sexual harassment." Is
Dave correct? Explain.



5. At the end of all her written communications, an employee writes, "have
a blessed day." One of employer's most important clients requests that
employee not do so, and employer asks employee to stop. Employee refuses,
saying it is a part of her religion. If employee sues the employer for
religious discrimination, then is she likely to win? Why or why not?



6. Betsy was an
employee in a bank's Demand Services Department. She suffered from dysthymia, a
form of depression, along with phobia and bouts of more intense depression.
Over several years, she was absent from work on a relatively frequent basis.
The employer discharged her after continuing absences following two periods of
probation for absences from work. She was discharged the day after she had
called in that she would be absent because of "depression again." Should
Betsy's condition be considered a "disability?" If so, what, if any,
accommodations could have been made for Betsy? Do you believe her discharge
violates the ADA?



7. Answer two of the following questions:

a. Can race or gender be the only factor
in an employment decision?

b. If race or gender can be the only
factor in an employment decision, how long can it be a factor?

c. What is the difference between an
affirmative action goal and a quota, or is there one?

d. What is the proper comparison to
determine if there is an underrepresentation of women or minorities in the
workplace?



8. Michael Jamison was a police officer with the City of Jamesville, Missouri
Police Department. After working there for four years, he was appointed
Jamesville's Acting Chief of Police. One year later, Smith was appointed Mayor
and Robinson succeeded Jamison as Permanent Chief of Police. Jamison and Smith
did not have a good relationship; Smith instituted disciplinary proceedings
against him and fired him on several occasions (but the Jamesville Board
overturned the decisions each time). After Smith heard a rumor that Jamison was
associating with a reputed drug dealer, she ordered that Jamison undergo
urinalysis testing and told him that failure to comply would result in serious
disciplinary actions. The Order requiring the testing stated that Smith
understood this rumor to mean that Jamison was involved in "some type of
illegal drug use and/or abuse." Jamison complied with her order and all
tests were found to be negative. However, Smith's Order remained in Jamison's
personnel file. When he later left the Department and sought work elsewhere,
Jamison was unable to find employment as a result of this Order in his file.
Jamison filed suit claiming damages as a result of the City's wrongful and
vengeful testing program. Will he win? Why or why not?



9. Which of the following statements would be acceptable in a performance
evaluation? Why or why not?

·        
"Even though Jacquie was out on a few religious
retreats, she exceeded June sales goals by 10%."

·        
"Although a new, young college graduate, Spiro was
very capable in leading the sales meeting."

·        
"Despite time off for medical leaves, Renee was able
to surpass productivity of many of her colleagues."

·        
"Though a bit tough to understand, Margeaux has
received excellent reviews for her customer service." 

 
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