The legal statue that applies to this case is Title VII of the Civil Rights Act of 1964 and Equal Pay Act (Heneman, 2012). What issues must the court decide in this case? The court must decide in this case if there was any discrimination involved with Sex Discrimination through the Equal Pay Act. If you were the judge, how would you rule? If I were the judge, I would have Mrs. Hill present evident of the discrimination and I would view the company’s polices on evaluations and job performance on Lauren Hill.
Now that we have an HR manager, she does reviews for the employees. This helps make the employees aware of the performance and their perceptions about pay increases. 2. If you worked for a small business that wanted to promote a valued employee but had no more money in the payroll budget, how would you address the issue of fairness in this situation? How would you expect the employee to respond?
Even though many of the employees are able to start employment with little training, this has led to the differences in human resource practices among regional managers which counter Tanglewood’s original philosophy. • Hire Yourself or Outsource Tanglewood should ultimately focus on “hiring yourself” for their human resource functions of hiring activities such as recruiting, selecting, and employment. At the rate in which Tanglewood is growing, it will ultimately be cheaper in the long term as Tanglewood becomes a large organization. By hiring yourself, Tanglewood will also be able to build on the centralized corporate/company culture in which they are looking for. By hiring yourself the company would be more familiar with current and past experiences the company has faced with different staffing situations and they would be able to improve on any mistakes they may have had.
5. The PCAOB has been criticized for not revealing how many inspections it conducts on each Big Four audit firm and for its delay in reporting. I do not agree with the first criticism as I don’t find it relevant. However, I do agree with the criticism of delayed reporting. I believe that the PCAOB should work harder to make its processes more efficient to provide timelier reporting.
Week One During the first week of our studies, the team members learned multiple facets of organizational communication. The team learned different theories concerning personalities and employee interactions. The equity theory is an important factor to determine the reaction of individuals for different situations such as pay, promotions, and tenure. The team learned that matching individual’s personalities with jobs could be a challenging endeavor and personality tests could indicate the individual may not have the proper personality for his or her current job position. We learned that management members might consider not using tests to determine individual’s personalities, because sometimes only judgments on the individual’s abilities indicate stronger personality traits then personality tests.
The first problem is Sam getting involved with an employee. The relationship can cause favoritism at times and lack of proper managing. The relationship is a set up for some type of discrimination and harassment. Sexual harassment is a major issue in the workplace. Title VII is the basis for discrimination law and judicial decisions….its basic purpose is to prohibit discrimination in employment on the basis of race, color, religion, sex, or national origin (Jennings, 2006).
The most qualified should be hired to fill the position. | * Disability discrimination follows the same legal principles as gender discrimination. The company violated company policy, Title VII, and the guidelines of the EEOC. Disability discrimination includes a variety of physical and mental impairments that prevent employers from hiring someone. * The Americans with Disabilities Act of 1990 protects people with disabilities from wrongful employers.
In doing so this would eliminate the staff shortage and possibly the high turnover by showing the employees they matter and are needed. The owner could also implement an employee recognition program, such as employee of the month with a plaque in the lobby and those employees who have earned employee of the month displayed and also receive a day off in that same month. Employees have the need to feel valued and appreciated in the workplace and in applying incentives, rewards,
One might explain this apparent contradiction by noting that employers value agreeable employees for other reasons: They are more pleasant to be around, and they may help others in ways that aren't reflected in their job performance. While the former point seems fair enoughagreeable people are better liked-it's not clear that agreeable individuals actually help people more. A review of the "organizational citizenship" literature revealed a prettSr "neak correlation between an employee's agreeableness and how much he or
Furthermore, by lending an empathetic ear and accurately identifying the root cause of problems, the plan builds relevant solutions to meet employee needs, enabling enhanced performance. Another strength is boosting the workplace atmosphere through optimism. The plan has some weaknesses in addition to the above listed strengths. For instance, an approach using emotional intelligence attributes may be perceived as invasive or personal, resulting in employee resistance (Pearman, 2011). Also, some employees may not be capable or willing to transition to a positive mindset.