1) Determine whether or not the employee has a potential FLSA claim: After listening to the lectures tutorial, Mr. Murphy does not have a valid FLSA claim in one of the circumstances. On the other hand I do believe he does have a valid FLSA claim in one of the other circumstances. 2) Explain the legal basis for your conclusion: For example Mr. Mike Murphy is complaining to his manager that he should get paid for the time that he expends on his own time doing physical training to be in shape because he is in the SWAT team and is a very physically demanding job. The reason that he does not qualify is because the employee in not on waiting time when he is doing his exercise. Based on the lecture the only time to can claim working time is when you are in a waiting status, and the employee cannot do anything personal for this reason.
The right to take unpaid parental leave for men and women ( if you have worked for the company for more than one year), and the right to take reasonable time off work to look after dependants in an emergency. The right under Health and Safety law to daily and weekly rest breaks. The right not to be discriminated against. The right to
This safe guard against any future complaints on payments and compensations for extra hours and types of duties performed. The form contains the details describing the type of employer the recruit is and the effective date of employment. The position held, and title of the employee is also outlined alongside the corresponding basic salary the employee pockets per month. Lastly, the employee is classified as Exempt or Nonexempt according to the duties he performs in his employment. The compensation arising from these categories is also outlined in this
Analysis: Employee A meets the minimum requirement of being employed by Company X for two years. FMLA requires that an eligible employee must work for the covered employer for more at least a total of twelve months. He has been with the company for two years. Employee
With this frame of mind, they lack the motivation to do better and succeed. ), Collectivism (The w/c value being part of a group. This may hold them back as they will take the group’s decision on something, which may be to not attend school, not revise etc. ), Immediate gratification vs. deferred gratification (The w/c believe in IG where they want the reward straight away. This can affect their education as they will not want to stay on in further education, as they can get a job and make money straight away.
Policies and Procedures will be found in our office and can be accessed any time. To implement agreed ways of working you follow the Policies and Procedures and the service users care plan, where the management of the individual’s daily care needs are agreed and documented. It is very important that you have up to date agreed ways of working as there may be changes in time to time depending on service user choice and circumstances. If you do not obtain a latest copy of agreed ways of working you will remain unfamiliar to the recent changes. And unawareness of recent changes might result in danger and harm of you and the individual you will be working with.
They should also speak with an attorney to make the best decision. The given situation does not specify whether there was a waiver agreement and so the company is most likely vulnerable to a charge considering that they are in violation of the ADEA. This blatant discrimination act favours the 32 year old employee for the promotion over the 68 year old employee. The older employee has 42 years of experience with the company and has a great reputation and work ethic, yet a younger employee gets the promotion despite his adequate performance. Naturally there could be other factors that affected the decision but ultimately it appears that age is the main factor, violating
There is lost productivity in addition to the costs incurred from worker's compensation. Every employee should be trained in workplace safety. Training can take place through seminars or workshops delivered at the job site. Administration must make sure every employee is aware of all safety policies and procedures and that each employee is in compliance. Safety and health in our company must be a part of every operation.
 Manage own performance in a business environment [201.1] understand how to plan work and be accountable to others 1.1 Outline guidelines, procedures codes of practice relevant to personal work Guidelines, procedures and codes of practice that relate to my work are very important as each of them gives me critical information on how to perform my job effectively and safely. All employees should not behave in ways, which could bring the company into disrepute, all employees should be honest and trustworthy with each other, for safety reasons it is not permitted to bring friends or relatives into the work environment and punctuality at your workplace is important. Procedures: Reporting of accidents at work, fire drills and reporting absence from work and first aid procedures. Codes of practice: Good customer service, quality assurance, freedom of
disability, gender, age. Health and safety at work sets out responsibilities and rights for employers and employees. Every employee is expected to do their work in a way that is regarded to the safety of others. Employers are also expected to abide by a range of requirements such as providing machinery and equipment that is in safe working order, they must also carry out regular safety checks making sure the employees are fully trained before using the machinery, before an employee uses the machinery they must first do a risk assessment. Not just machinery should be checked but harmful substances should be stored correctly because if the temperature is not at the correct temperature then accidents could happen.