Trident MGT 412 Complete Course
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MGT 412 Complete Course
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cases and slp)
Module 1 - Case
DISCRIMINATION, RETALIATION & THE LAW
Developing and Enforcing ADA Policy
For your first assignment in this Module, you will be
experiencing some of the same challenges HRM professionals experience in
prepare company policies. Specifically here you will be working on an
organization-wide policy concerning the Americans With Disabilities Act.
After becoming familiar with the ADA's requirements please
discuss the following:
- You are a newly assigned top HRM
professional in your organization that offers carnival rides around the
U.S.. Your organization has 250 employees traveling carnival circuits and
200 more back at the plant creating and making new carnival rides (Ferris
Wheel, Tilta-Whirl, etc.). Your boss has just entered your office shaking
his head in disbelief. He handed you an article written by someone named
Jacobs. He said "I am sure you know all of this stuff, but it is a
foreign language to me." He wants you to develop an ADA
policy/procedures document for your new Employee Handbook. Your boss is
concerned with staying in compliance with the ADA while achieving high
productivity, keeping costs in line and maintaining employee morale. Use
the Jacobs article as a spring board to your approach (since this is the
focus of your boss' attention at this time). Hint: Be sure to look at the
employer information on the EEOC website.
Submit this paper by the module due date. Paper length:3-4 pages, not counting
the cover and reference pages.
For this case assignment, you will:(1) apply effective
communication skills in a business environment, (2) assess the ethical
implications of business decisions and actions, and (3) assess the impact of
culture and diversity on business practices.
Assignment Expectations
Your paper should demonstrate critical thinking and analysis of
the relevant issues and HRM actions, drawing upon all of the required
background readings and any relevant sources from your prior courses and your
own library and Internet research.
Prepare a paper that is professionally presented (including a
cover page, a "List of References," headings/subheadings and a strong
introduction and conclusion). Proofread your paper carefully for grammar,
spelling and word-usage errors.
Address all aspects of the assignment as stated above.
Provide private-sector employer examples of HRM programs,
systems, processes and/or procedures as you address the above assignment
requirements. Provide the names of the employers. Note--do not use your own
organization as an employer example in your case paper.
Complement your Internet search with library searches and be
sure to bring in information from the background readings. Evaluate resources
and select only library/web-based resources that provide reliable,
substantiated information.
Give authors credit for their work. Cite sources of borrowed
information in the body of your text as footnotes, numbered end notes or APA
style of referencing.
Jacobs, R. (2011, April). Disability Discrimination, Reasonable
Accommodation, and the Modified Commute. Employee Relations Law Journal, 36(4),
59-68.
Module 1 Slp
In this assignment, we will be taking a close-up look at gender
discrimination in the workforce.
You should be familiar with the Equal Employment Opportunity
Commission's webpage and the wealth of information available there for
employers (www.eeoc.gov). [Do not limit your research to just information from the
eeoc.gov website, however.]
Now, please read the following case study:
Gender Inequality in the Workforce: A Human Resource Management
Quandary.
You can find the case study at:
After reading the case study, please answer the 10 questions
found at the end of the case study.
Reference
Parcheta, N., Kaifi, B.A., & Khanfar, N. (2013). Gender
Inequality in the Workforce: A Human Resource Management Quandary. Retrieved on
March 6, 2013 from http://jbsq.org/wp-content/uploads/2013/03/March_2013_17.pdf
Assignment Expectations
1. Length 4-5 pages of double spaced 12 point font text, plus
cover and reference page.
2. Structure: Q&A style.
3. Style: APA format.
HRM Discussion Questions 1. Do you think there will ever be
equal employment in the workforce? 2. Do you think there is a correlation
between how women are treated in society and how women are treated in the
workforce? 3. What recommendations do you have for women in the workforce? 4.
Do you think there will be a new glass ceiling in the future? If so, who will
it impact? 5. What can employers do to help women in the workforce? 6. Do you
support affirmative action? Explain why. 7. How is the Title VII of the 1964
Civil Rights Act different from the Civil Rights Act of 1991? 8. Do you think
that some women are not hired for upper level management positions because a
female may become pregnant and may take a significant amount of time off which
may hurt the organization? Do you agree with this notion? 9. What other law
suits can you think of regarding unequal pay and benefits for women? 10. Should
hiring be based exclusively on merit? Justify your thoughts.
Module 2 - Case
HIRING PRACTICES & LEGAL COMPLIANCE
Importance of Background Checks
For this case assignment, begin by reading the following two
articles concerning background checks:
Meinert, D.. (2011, February). Seeing behind the mask.
HRMagazine, 56(2), 31-32,34,36-37.
Winn, E. (Sept.-Oct. 2003) “Employee Crime and Employer
Punishment,” Progressive Rentals, 40-43. Retrieved Feb. 20, 2011 fromhttp://www.rtohq.org/rent-to-own/files/backgroundcheck.pdf
Discuss the important issues presented in these two articles.
What expert recommendations would you make to private-sector
organizations deciding whether or not to conduct investigations or other
pre-employment inquiries of employees?
What negative results could happen if background screening isn't
conducted? What does the term "negligent hiring" mean and why might
it apply when thorough background screening isn't conducted?
What specific laws governing the private sector should human
resource managers be knowledgeable of concerning screening pre-hires? Why?
Turn in this paper. Paper length:3-4 pages, not counting the cover and
reference pages.
Assignment Expectations
Prepare a paper that is professionally presented (including a
cover page, a "List of References," headings/subheadings and a strong
introduction and conclusion). Proofread your paper carefully for grammar,
spelling and word-usage errors.
Address all aspects of the assignment as stated above.
Provide private-sector employer examples of HRM programs,
systems, processes and/or procedures as you address the above assignment
requirements. Provide the names of the employers.
Complement your Internet searching with library searches and be
sure to bring in information from the background readings. Evaluate resources
and select only library/web-based resources that provide reliable,
substantiated information.
Give authors credit for their work. Cite sources of borrowed
information in the body of your text as footnotes, numbered end notes or APA
style of referencing.
Module 2 - SLP
HIRING PRACTICES & LEGAL COMPLIANCE
Another important aspect to finding the best person to hire is
pre-hire assessments. After reading—
Fisher, D. R., and Nobile, R. J. Employee selection: Best
practices for reducing legal risk in pre-hire assessments. WorkLab Consulting,
retrieved August 19, 2011, fromhttp://podiaconsulting.com/pdfs/legal_selection_paper_f.pdf
Select one of the following open positions and develop a
pre-hire assessment plan to fill the opening:
- President of a major retail store
chain
- Accountant in a major bank
- Vice President of HRM,
communications technology firm, 240,000 employees
Be sure to discuss how your plan relates to the Fisher and
Nobile article and any other articles that you have researched on applicant
assessment for this assignment.
Turn in this paper by the module due date. Paper length: 2-3
pages, not counting the cover and reference pages.
Module 3 - Case
DISCIPLINE & DISCHARGE
Reasons for Dismissal
This assignment provides an example of one way a union-free
company handled their process of disciplining/discharging an employee.
Begin by reading--
Whitlock, D. (2010, October). Discipline and Termination:
Employment Law Blocking and Tackling. Construction Distribution, 13(4), 52.
Retrieved August 19, 2011, from ABI/INFORM Trade & Industry. (Document ID:
2184142161).
Then read the following situation:
Susan was hired on January 12, 2011, as a mail delivery person
for Val-Tech, a security surveillance company. She signed a "Receipt of
Employee Handbook" form that confirmed she had received several company
policies dealing with issues such as illness and discipline. The Handbook also
stated that the first three months of employment was a probationary period and
that employees could be discharged with or without reason during that time.
Val-Tech's policy of progressive discipline included verbal and
written warnings, followed by suspension and ultimately termination. It also
specified serious misconduct could lead to immediate dismissal. The attendance
policy required a doctor's note from employees who were absent for three
consecutive days and allowed five paid sick days a year, which couldn't be
banked.
Not long after starting her job at Val-Tech, Susan announced she
was pregnant. She frequently had to take time off during the day to go to
doctor's appointments and in most cases the absences were approved by her
supervisor and she made up the time by working through her lunch hours. Her
supervisor told her she didn't need a note for these absences.
On March 3 Susan began having severe pain at work. She went to
the bathroom and suffered a miscarriage. When she told her supervisor, the
supervisor was understanding and offered to take her to the hospital. However,
Susan opted to have her partner pick her up and take her. The supervisor told
her to rest over the weekend and she would see Susan next week.
Susan returned to work the next Monday but was still in pain.
After work she went to the hospital for an ultrasound, but was told she would
have to come in the following morning. She informed Val-Tech of her
appointment.
Her ultrasound revealed she needed to have immediate surgery.
Susan called Val-Tech to advise them of her situation. She ended up having the
surgery at 3 a.m., on March 7 and spent the day recovering. She didn't call
Val-Tech to update her status, though she believed her supervisor had told her
to take the day off if she had surgery. However, Val-Tech considered this an
unreported absence.
Susan returned to work the following day, March 8, and was taken
into a boardroom, where her supervisor told her "your services are no
longer required." She was then escorted out the door.
The note in the file read: "Reason for dismissal: Poor
performance and absenteeism. Employee was often late because of sleeping in and
had been absent nine times in two months. She was also frequently emotional at
work, which affected her ability to concentrate and learn her tasks. This also
distracted her co-workers. Verbal discussion held with employee about wearing
sweatpants to the office, but still did, and she spent too much time on her
cell phone. According to the company, Susan had been verbally warned about the
clothing worn, the cell phone usage and her absences.
Susan denied any of this had been discussed.
In your Case paper--
Please discuss whether or not the terms wrongful discharge,
employment-at-will, and progressive discipline apply to the case.
Critique this situation and make a determination whether or not
Susan's termination was appropriate.
Are there processes, procedures, and policies that you recommend
changing for the future for Val-Tech? Why?
In your discussion be sure to bring in HRM terminology, legal
terminology, and any other relevant information from your research and readings
that pertain to this case.
Turn in this paper by the module due date. Paper length:3-4 pages, not counting
the cover and reference pages.
Assignment Expectations
Prepare a paper that is professionally presented (including a
cover page, a "List of References," headings/subheadings and a strong
introduction and conclusion). Proofread your paper carefully for grammar,
spelling and word-usage errors.
Address all aspects of the assignment as stated above.
Provide private-sector employer examples of HRM programs,
systems, processes and/or procedures as you address the above assignment
requirements. Provide the names of the employers.
Complement your Internet searching with library searches and be
sure to bring in information from the background readings. Evaluate resources and
select only library/web-based resources that provide reliable, substantiated
information.
Give authors credit for their work. Cite sources of borrowed
information in the body of your text as footnotes, numbered endnotes or APA
style of referencing.
Module 3 - SLP
DISCIPLINE & DISCHARGE
In this SLP assignment we will continue looking at the process
of disciplining and discharging employees. Nearly everyone has experience with
that process in some manner--either as the employee being disciplined/discharged,
as the employer who disciplines/discharges others, or in some other way.
Please think about your own experiences disciplining and/or
discharging employees. Or, think about your own discipline/discharge
experiences with you as the employee, or stories about employee discipline
and/or discharge from your friends or relatives.
- Please discuss TWO different
discipline and/or discipline situations
- In each of the two scenarios that
you provide, what led up to the employer's decision? Did everything go
well from an HRM perspective? Discuss the process, and also the strengths
and drawbacks of the approach taken by the supervisor or HRM
representative.
- From the employee's perspective, was
the discipline/discharge viewed as fair?
- Were the employer actions challenged
in either of the examples that you provide? Please discuss.
Turn in this paper by the module due date. Paper length:2-3 pages, not counting
the cover and reference pages.
Assignment Expectations
Prepare a paper that is professionally presented (including a
cover page, a "List of References," headings/subheadings, and a
strong introduction and conclusion). Proofread your paper carefully for
grammar, spelling and word-usage errors.
Address all aspects of the assignment as stated above.
For any research conducted, complement your Internet searching
with library searches and be sure to bring in information from the background
readings. Evaluate resources and select only library/web-based resources that
provide reliable, substantiated information.
Give authors credit for their work. Cite sources of borrowed
information in the body of your text as footnotes, numbered end notes or APA
style of referencing.
Module 4 - Case
LEGAL CONSTRAINTS ON EMPLOYEE BENEFITS
FMLA Leave Frustrations
In this assignment, you will be presented with a real-to-life
situation that has likely happened in some form in organizations somewhere
today. There will be opportunity for you to respond as the HRM professional you
are/will be, and also to add your own personal ideas and experiences as
applicable.
Bringing in background materials, library research and/or other
research will help strengthen your response.
Imagine you are an HRM professional in your organization's head
office. Your employer recently has expanded and you have been assigned HRM
duties over that newly acquired facility.
The following situation has occurred recently in the newly
acquired company:
Manager Mike and employee Ellen have worked for this company for
15 years and 17 years, respectively. Ellen is a happy employee and has had
satisfactory performance reviews throughout her employment. Recently, though,
she has frequently missed work because of health problems. In the last 10
months, Ellen has taken approximately 10 weeks of intermittent FMLA leave. She
just told Mike that she will be missing the next four days of work for a
medical procedure. She gave Mike a note from her physician, which Mike
grudgingly accepted. Aside from Ellen's attendance, most employees in the
organization have not noticed any deterioration in Ellen's performance.
Employees have grumbled often to Mike about the amount of work Ellen misses,
however.
Even though Ellen is entitled to a total of 12 weeks per rolling
calendar year of FMLA leave, and she follows the company's procedures in
requesting leave, Mike is tired of Ellen missing days of work. Lately, Mike has
been much more critical of Ellen's performance. At Ellen's annual performance
review two weeks ago, Mike gave Ellen a sub-par evaluation because of her lack
of "reliability." He put Ellen on a performance plan and told Ellen
that if she does not improve her performance, she will be terminated. Ellen
tells her company's receptionist (who also performs the HRM duties in the
company) that she thinks Mike is treating her differently since he learned that
she has a disability and since she started taking FMLA leave.
The HR Representative is perplexed on what to do and has called
you for direction on how to tackle this situation.
To address in your paper:
Is there a potential legal issue here? Please explain.Is it in
this employer's best interest to encourage employees to exercise their legal
rights?
What do you think needs to be done? To whom and/or with whom?
Why? Be specific.
What are the important take-aways for employers to learn from
this case?
In your opinion is creating an environment without retaliation
possible in an organization of managers who also care about productivity?
Turn in thispaper by the module due date. Paper length:3-4 pages, not counting
the cover and reference pages.
Assignment Expectations
Prepare a paper that is professionally presented (including a
cover page, a "List of References," heading/subheadings and a strong
introduction and conclusion). Proofread your paper carefully for grammar,
spelling and word-usage errors.
Address all aspects of the assignment as stated above.
Provide private-sector employer examples of HRM programs,
systems, processes and/or procedures as you address the above assignment
requirements. Provide the names of the employers. Note--Do not use your SLP
organization as an employer example in your case paper.
Complement your Internet searching with library searches and be
sure to bring in information from the background readings. Evaluate resources
and select only library/web-based resources that provide reliable,
substantiated information.
Give authors credit for their work. Cite sources of borrowed
information in the body of your text as footnotes, numbered end notes or APA
style of referencing.
Module 4 - SLP
LEGAL CONSTRAINTS ON EMPLOYEE BENEFITS
In this SLP 4 you are asked to look at two court cases. Each
case should concern one of the required benefits listed below. Each of the two
court cases discussed should relate to a different benefit.
Note: Most legal cases can be found in the TUI Online Library or
Google Scholar.
To access Google Scholar:
2) Click on Case law
3) Type in your topic
4) Click on the search button
- Workers Compensation offers
insurance benefits to employees who become ill or are injured at work.
This insurance is different in every state and is dictated at the state
level. In addition, some states require employers to purchase disability
insurance.
- Unemployment Insurance provides
compensation to employees who lose their job for no fault of their own. It
is different in every state and is mandated at the state level. The first
step is to register the business with the state’s workforce agency and
that is where you’ll learn what the state requirement is.
- Social Security Taxes are required
to be paid on employees. The current rate for SS tax is 6.2%, which both
the employee and the employer pays, plus an additional 1.45% for Medicare
tax.
[Please note that the Family and Medical Leave Act might also be
listed here. Since it is discussed in Case 4, however, it is not part of this
SLP assignment.]
Discuss the background of each case, its outcome, and the
important takeaways for HRM professionals.
Turn in thispaper by the module due date. Paper length:2-3 pages, not counting
the cover and reference pages.
Assignment Expectations
Prepare a paper that is professionally presented (including a
cover page, a "List of References," headings/subheadings, and a
strong introduction and conclusion). Proofread your paper carefully for
grammar, spelling and word-usage errors.
Be sure to provide the full reference citation for each case
discussed.
Address all aspects of the assignment as stated above.
For any research conducted, complement your Internet searching
with library searches and be sure to bring in information from the background
readings. Evaluate resources and select only library/web-based resources that
provide reliable, substantiated information.
Give authors credit for their work. Cite sources of borrowed
information in the body of your text as footnotes, numbered end notes or APA
style of referencing.
Module 5 - Case
LABOR LAW;
EMPLOYEE SAFETY
Hyatt Regency Employee Discontent
To begin this case assignment, please read the following
articles concerning safety concerns of hotel housekeeping staff:
Brown, J. (2010, December). This Job Hurts! Labor Notes,(381),
16,10.
Hyatt Housekeepers File Injury Complaints with OSHA (Nov. 10,
2010), Green Lodging News, retrieved August 19, 2011 fromhttp://www.greenlodgingnews.com/hyatt-housekeepers-file-injury-complaints-with-osha
Hotel Housekeeping Is Getting More Dangerous. (2006, June).
Safety Compliance Letter,(2466), 12. Retrieved August 15, 2011, from ABI/INFORM
Trade & Industry. (Document ID: 1072236101
Then respond to the following:
What is the responsibility of managers in luxury hotels for the
safety, health and security of their employees?
What are the legal protections that Hyatt housekeepers have
concerning unionization and safety and health?
What do you think is at the root of the problem with the
housekeeping staff at Hyatt Regency? Is this a safety issue, a labor relations
issue, both or neither?
Do all luxury motels have similar issues? If not, what is the
difference at Hyatt Regency, do you think?
If you were a newly assigned consultant at Hyatt Regency
headquarters what would your actions be to resolve this issue?
Turn in this paper by the module due date. Paper length:3-4 pages, not counting
the cover and reference pages.
Assignment
Expectations
Prepare a paper that is professionally presented (including a
cover page, a "List of References," headings/subheadings and a strong
introduction and conclusion). Proofread your paper carefully for grammar,
spelling and word-usage errors.
Address all aspects of the assignment as stated above.
Provide private-sector employer examples of HRM programs,
systems, processes and/or procedures as you address the above assignment requirements.
Provide the names of the employers.
Module 5 - SLP
LABOR LAW;
EMPLOYEE SAFETY
In this SLP assignment, you are working in an HRM department of
a unionized facility. This is your second job in HRM and your first in a union
environment. There was a newly filed grievance in your mailbox. It concerned
yesterday's discharge of an employee (Frank).
As you get coffee from the empty break room you see a document
titled "Using the Seven Tests" laying on the table. Someone left it
there. You pick it up, stick it in your binder and return to your office to
look at the grievance form, the labor contract and this "Using the Seven
Tests" article.
You moan because the labor contract says that employees may not
be discharged unless there is just cause. You know there will be a fight.
Discuss the seven tests and how they relate to this situation.
Is there more information that you will need to gather?
What will you do from here? Discuss.
Would you be concerned about the "Seven Tests" if you
were working in a union-free environment? Why? Why does a
"discipline/termination for just cause only" seem to be a "union
thing"?
Bringing in background materials, library research and/or other
research will help strengthen your response.
Turn in thispaper by the module due date. Paper length:2-3 pages, not counting
the cover and reference pages.
Assignment
Expectations
Prepare a paper that is professionally presented (including a
cover page, a "List of References," headings/subheadings, and a
strong introduction and conclusion). Proofread your paper carefully for
grammar, spelling and word-usage errors.
Address all aspects of the assignment as stated above.
Complement your Internet searching with library searches and be
sure to bring in information from the background readings. Evaluate resources
and select only library/web-based resources that provide reliable,
substantiated information.
Give authors credit for their work. Cite sources of borrowed
information in the body of your text as footnotes, numbered endnotes or APA style
of referencing.
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