Hrm 420 (Human Resource Risk Management) Complete Course

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HRM 420 (HUMAN RESOURCE RISK MANAGEMENT) COMPLETE COURSE

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HRM 420 (HUMAN RESOURCE RISK MANAGEMENT) COMPLETE COURSEWeek 1 Individual Assignment Paper Human Resource (Appendix A)Resources: Appendix A, the Internet, and helpful Web sites:http://www.amanet.org/http://www.skillpath.comhttp://www.nationalseminarstraining.com/Research several different HR risk management seminarsSummarize at least five different seminars (these may be presented by the same company). Identify the HR risks the seminar features. Create at least three questions per risk factor you want the seminar to answer. Week 1 Discussion QuestionsHow can a safety committee be a convenient and effective forum for identifying HR risks and management needs and establishing risk management goals? How does your current employer handle these challenges?Government agencies set the agenda for social responsibility with laws and regulations.Discuss why you feel these laws and regulations are important and list potential problems with governmental control.?What is your definition of socially responsible risk management?How would you go about enacting a more socially responsible risk management strategy in your current workplace?What are the stated risk management goals of your current HR department?Do you think they are realistic?What would you change and why? Week 2 Individual Assignment Risk Management Strategy PresentationCreate a PowerPoint® presentation of 8–10 slides outlining a socially responsible risk management strategy for a company with which you are familiar. Summarize the following:Goals of risk managementIdentification applicable risk factorsStrategies for managing each risk factorPlan for continued monitoring and adjustmentSocial implications and responsibilities Week 2 Discussion QuestionsWhat is the most important thing that an employer should do when facing an OSHA inspection?How would you ensure that act is accomplished and documented?How do employment practice compliance systems (EPCS) help businesses stay compliant?identify at least two areas in your current employment where an EPCS is used, or could be used, effectively.How does your current employer differentiate between legal liabilities, ethical liabilities, and industry standard (which may be neither legal nor ethical)?Provide at least two examples of each.Do you agree with these practices? Why or why not? List five employer responsibilities and five employee rights.Explain how both are a necessary component in a risk management strategy. Week 2 QuizAs diversity in the workplace increases, employment discrimination has decreased because workers have higher comfort levels in interacting with a wide variety of people -2. The United States is one of the few nations that has laws forbidding discrimination in the workplace.3. A legal defense against a charge of employment discrimination is lack of intent to discriminate.4. The burden of proof shifts to the employer once the court rules that a prima facie case of discrimination has been made by the plaintiff.5. The intent of affirmative action is to make up for historical discrimination.6. Executive orders have typically been used by presidents to allow large government contractors to operate without conforming to anti-discrimination laws.7. The Civil Rights Act of 1991 allows plaintiffs both punitive and compensatory damages in some circumstances.8. Anti-discrimination laws that apply only to federal contractors take the form of Executive Orders9. From a legal point of view, sexual harassment is considered employment discrimination.10. The EEOC is responsible for requiring that federal contractors take affirmative action to overcome the effects of prior discrimination practices11. If it is illegal in a certain country for women to drive cars, the 1991 Civil Rights Act requires that American women working for a U.S. company operating in that country also not drive cars, even if that is typically a duty of the jobs they hold.12. The Equal Pay Act prohibits employers from having different pay rates based on race.13. Although the Pregnancy Discrimination Act requires employers to treat maternity leave the same as other medical leaves, it does not require insurance coverage for prescription contraceptives under employer-provided health plans.14. The driver of a truck that makes liquor deliveries to a local casino has been making lewd comments and suggestions to one of the female employees who works on the receiving dock. The HR department has no responsibility regarding this type of action because the truck driver is not an employee of the company. –15. Clara has complained to the HR manager that her supervisor, Roberta, is making unwanted sexual advances to her and has created a hostile work environment. Clara’s situation may be considered sexual harassment.16. Obesity is not considered as a disability under the ADA because this condition is caused by the individual and can be changed by the individual.17. For years after she broke her hip in a car wreck Becky was addicted to prescription pain medication. Now, Becky is free of her addiction, but she continues to attend a 12-step program to stay drug free. Becky is covered by the ADA.18. A staff attorney for a large commercial real estate development firm has returned from military duty in Iraq with injuries to both hands that prevent her from using a keyboard. Equipping her computer with voice recognition software that will allow the attorney to do carry out her job duties will cost over $3,000. The firm can refuse to accommodate the attorney’s disability because this would be an undue hardship19. Federal law prohibits employers from using genetic test results to exclude individuals from certain jobs if they have genetic conditions that increase health risks.20. Claudette is 59 years old. Since her job description was changed to include customer relations duties, her performance has declined. Over the past year Claudette has been counseled by her manager, sent to training, and received warnings about her poor performance. Claudette’s performance is still not acceptable and there are no appropriate positions available for her to be transferred into. The employer will not be subject to an age discrimination claim if it discharges Claudette at this point.-21. Because of the Baby Bust following the Baby Boom, older workers are becoming more valuable to employers as the pool of younger workers shrinks. Consequently, discrimination complaints under the ADEA are declining.22. Clara, an accounts receivable clerk at a large insurance agency, has just converted to a religion which requires women to wear modest clothing (high-necked, long-sleeved tops, below-knee length skirts, closed-toed shoes, and a small bonnet that covers her hair). Clara’s employer must provide reasonable accommodation and allow Clara to wear her garb, even though some of her coworkers are annoyed at Clara’s “ostentatious modesty.”23. A highly skilled foreign research scientist in the field of optics could be hired by a U.S. firm if he could be granted an H-1B visa.24. Shirley is a member of the Marine Reserve. She was concerned that she would not be hired if the company knew that she was in the reserves and could be called up for active service at any time. So, she did not tell the employer that she was a reservist. After she had been with the company for eight months, Shirley’s unit was called to go to Iraq. Her employer terminated Shirley’s employment when it learned of Shirley’s military status. Shirley can charge her former employer with violation of the USERRA25. Armand is a transgender man employed as a security guard at a large bank. Armand has applied to be a supervisor, but he has been rejected on the basis that the other security guards would not be comfortable taking orders from a transgender person. Armand can to sue his employer under the Civil Rights Act of 1991.26. Archie, a member of a protected class, was convicted and served time in federal prison for tax fraud and evasion. Now that he is out of prison, Archie has applied for a machine maintenance job with a construction firm, which builds pipelines. Archie is highly qualified for the work. If the employer rejects Archie based on his felony conviction, it may be subject to a suit for discrimination.27. The Uniform Guidelines are used by enforcement agencies to examine recruiting, hiring, promotion, and many other employment-related practices28. The Uniform Guidelines on Employee Selection Procedure apply only to organizations under the jurisdiction of the EEOC.29. If the selection rate for a protected group is more than 80% of the selection rate for the majority group, this is evidence that discrimination exists30. According to the Uniform Guidelines on Employee Selection Procedures, employers are required to maintain “close” proportionate equality in the composition of their work force to the relevant labor market31. The major reason that the firm must calculate external disparate impact is in case an employee brings a lawsuit and the EEOC subpoenas the data.32. An "employment test" is defined as any paper-and-pencil test that an employer may use prior to making a hiring decision33. Content validity is a logical, non-statistical method used to identify the KSAs and other characteristics necessary to perform a job34. We Do Wonderful Windows is a custom window treatments firm employing two designers, five seamstresses, two installers and an office manager. All the employees are female. Wonderful Windows does not have to maintain any records for EEO compliance purposes35. The minimum time period for retaining employment records varies, but the rule of thumb is to keep documents that are less than five years old36. To meet minimum EEO guidelines employers must have a written EEO policy statement which is available to all employees upon request37. Sometimes employees want to pursue a discrimination case under state law rather than under federal law because there may be greater remedies under state laws38. Since it is illegal to collect information on applicants’ protected class data, applicant flow data is primarily based on interviewer assessment of applicants’ age, race and national origin39. Mediation between employers and employees conducted by the EEOC has resulted in faster resolution of EEO-based complaints40. Whichever side loses a discrimination trial in federal court, it has the option to appeal the decision, perhaps as high as the U.S. Supreme Court Week 3 Team Assignment Legal Compliance Paper (Baderman Island)Write a 700- to 1,050-word paper in which you do the following: Identify legal compliance challenges that could be present in the company.Evaluate possible options to reduce the liability those compliance challenges create.Analyze how employment practice compliance systems could assist in liability reduction. Week 3 Discussion QuestionsIdentify at least two different employment selection processes utilized by your employer.Which process do you find to be the most beneficial and why?identify potential risks associated with using this selection process, and discuss how this risk can be minimized. Suppose you are a manager in an organization.How would you assess the training and development programs within your department?What recommendations would you propose?Explain the importance of the changes in terms of strategy. How would you explain nondiscriminatory hiring practices to a new HR employee?Provide an example to help illustrate these hiring practices.What points would you emphasize? Describe a situation where the organization you work in has an employee leave, but the organization does not have a clear succession plan.Explain how this might affect the organization and what components are needed in a succession plan. Of the four training categories found in Chapter 9 of Human Resource Management, on which category does your current employer focus their efforts?Should this focus be changed? Why or why not? Week 4 Individual Assignment Paper Employment Selection and Training and Development Programs Write a 700- to 1,050-word paper in which you analyze the two different selection processes and strategies by addressing the following: Clearly identify the case examples you are using.Identify the purpose of each selection process.Explain how to design the selection process to minimize risk.Does the strategy minimize or increase overall risk for the company?Offer one alternative for each selection process designed to reduce the risk to the company. Week 4 Discussion QuestionsIdentify at least two health and safety programs at your current workplace or at a company with which you are familiar.Discuss the merits of each program and identify areas of concern with regard to this week’s reading.Do the programs work? Are they up to date? Do they meet industry and legal standards? What is the most important relationship between ethics and safety?Where could your current employer, or an employer you are familiar with, improve?What are the consequences if they do not? Imagine that you are the new safety officer at work.What might be your first priority and why?How could you convince operational managers to make safety a first concern? Describe at least three key components of an effective health and safety program and explain why they are important.What would happen if these components were not included in the program? Week 4 Summary (Flying under the influence)WEEK 5 INDIVIDUAL ASSIGNMENT PAPER APPENDIX B CONTINGENCY PLAN EVALUATIONResources: Appendix BResearch and locate two contingency plans using a search engine of your choosing.Fill out Appendix B, Contingency Plan Evaluation, using the information found in your search.Post your assignment as a Microsoft® Word attachment Week 5 Team Assignment Paper HR Management Strategy PlanDesign an HR risk management strategy plan for your chosen Baderman Island company using Appendix C as a guide.Summarize the following in your plan: Risk assessment and management programHealth and safety programsSuccession planCrisis contingency plan Week 5 Discussion QuestionsIdentify at least two potential HR crises in your current workplace.Which crisis is most important to mitigate and why?What are some ways that you or your employer can help to reduce the risk of a crisis? In Human Resource Management (p. 482), the three main components of disaster planning are addressed.Which of these components is missing in your current workplace or in a workplace with which you are familiar?What would you recommend to change this? What was the most important thing you learned during this class?What important question about this class remains unanswered?

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HRM 420 (HUMAN RESOURCE RISK MANAGEMENT) COMPLETE COURSE

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To buy this click here

http://www.coursehomework.com/product/hrm-420-human-resource-risk-management-complete-course/

HRM 420 (HUMAN RESOURCE RISK MANAGEMENT) COMPLETE COURSEWeek 1 Individual Assignment Paper Human Resource (Appendix A)Resources: Appendix A, the Internet, and helpful Web sites:http://www.amanet.org/http://www.skillpath.comhttp://www.nationalseminarstraining.com/Research several different HR risk management seminarsSummarize at least five different seminars (these may be presented by the same company). Identify the HR risks the seminar features. Create at least three questions per risk factor you want the seminar to answer. Week 1 Discussion QuestionsHow can a safety committee be a convenient and effective forum for identifying HR risks and management needs and establishing risk management goals? How does your current employer handle these challenges?Government agencies set the agenda for social responsibility with laws and regulations.Discuss why you feel these laws and regulations are important and list potential problems with governmental control.?What is your definition of socially responsible risk management?How would you go about enacting a more socially responsible risk management strategy in your current workplace?What are the stated risk management goals of your current HR department?Do you think they are realistic?What would you change and why? Week 2 Individual Assignment Risk Management Strategy PresentationCreate a PowerPoint® presentation of 8–10 slides outlining a socially responsible risk management strategy for a company with which you are familiar. Summarize the following:Goals of risk managementIdentification applicable risk factorsStrategies for managing each risk factorPlan for continued monitoring and adjustmentSocial implications and responsibilities Week 2 Discussion QuestionsWhat is the most important thing that an employer should do when facing an OSHA inspection?How would you ensure that act is accomplished and documented?How do employment practice compliance systems (EPCS) help businesses stay compliant?identify at least two areas in your current employment where an EPCS is used, or could be used, effectively.How does your current employer differentiate between legal liabilities, ethical liabilities, and industry standard (which may be neither legal nor ethical)?Provide at least two examples of each.Do you agree with these practices? Why or why not? List five employer responsibilities and five employee rights.Explain how both are a necessary component in a risk management strategy. Week 2 QuizAs diversity in the workplace increases, employment discrimination has decreased because workers have higher comfort levels in interacting with a wide variety of people -2. The United States is one of the few nations that has laws forbidding discrimination in the workplace.3. A legal defense against a charge of employment discrimination is lack of intent to discriminate.4. The burden of proof shifts to the employer once the court rules that a prima facie case of discrimination has been made by the plaintiff.5. The intent of affirmative action is to make up for historical discrimination.6. Executive orders have typically been used by presidents to allow large government contractors to operate without conforming to anti-discrimination laws.7. The Civil Rights Act of 1991 allows plaintiffs both punitive and compensatory damages in some circumstances.8. Anti-discrimination laws that apply only to federal contractors take the form of Executive Orders9. From a legal point of view, sexual harassment is considered employment discrimination.10. The EEOC is responsible for requiring that federal contractors take affirmative action to overcome the effects of prior discrimination practices11. If it is illegal in a certain country for women to drive cars, the 1991 Civil Rights Act requires that American women working for a U.S. company operating in that country also not drive cars, even if that is typically a duty of the jobs they hold.12. The Equal Pay Act prohibits employers from having different pay rates based on race.13. Although the Pregnancy Discrimination Act requires employers to treat maternity leave the same as other medical leaves, it does not require insurance coverage for prescription contraceptives under employer-provided health plans.14. The driver of a truck that makes liquor deliveries to a local casino has been making lewd comments and suggestions to one of the female employees who works on the receiving dock. The HR department has no responsibility regarding this type of action because the truck driver is not an employee of the company. –15. Clara has complained to the HR manager that her supervisor, Roberta, is making unwanted sexual advances to her and has created a hostile work environment. Clara’s situation may be considered sexual harassment.16. Obesity is not considered as a disability under the ADA because this condition is caused by the individual and can be changed by the individual.17. For years after she broke her hip in a car wreck Becky was addicted to prescription pain medication. Now, Becky is free of her addiction, but she continues to attend a 12-step program to stay drug free. Becky is covered by the ADA.18. A staff attorney for a large commercial real estate development firm has returned from military duty in Iraq with injuries to both hands that prevent her from using a keyboard. Equipping her computer with voice recognition software that will allow the attorney to do carry out her job duties will cost over $3,000. The firm can refuse to accommodate the attorney’s disability because this would be an undue hardship19. Federal law prohibits employers from using genetic test results to exclude individuals from certain jobs if they have genetic conditions that increase health risks.20. Claudette is 59 years old. Since her job description was changed to include customer relations duties, her performance has declined. Over the past year Claudette has been counseled by her manager, sent to training, and received warnings about her poor performance. Claudette’s performance is still not acceptable and there are no appropriate positions available for her to be transferred into. The employer will not be subject to an age discrimination claim if it discharges Claudette at this point.-21. Because of the Baby Bust following the Baby Boom, older workers are becoming more valuable to employers as the pool of younger workers shrinks. Consequently, discrimination complaints under the ADEA are declining.22. Clara, an accounts receivable clerk at a large insurance agency, has just converted to a religion which requires women to wear modest clothing (high-necked, long-sleeved tops, below-knee length skirts, closed-toed shoes, and a small bonnet that covers her hair). Clara’s employer must provide reasonable accommodation and allow Clara to wear her garb, even though some of her coworkers are annoyed at Clara’s “ostentatious modesty.”23. A highly skilled foreign research scientist in the field of optics could be hired by a U.S. firm if he could be granted an H-1B visa.24. Shirley is a member of the Marine Reserve. She was concerned that she would not be hired if the company knew that she was in the reserves and could be called up for active service at any time. So, she did not tell the employer that she was a reservist. After she had been with the company for eight months, Shirley’s unit was called to go to Iraq. Her employer terminated Shirley’s employment when it learned of Shirley’s military status. Shirley can charge her former employer with violation of the USERRA25. Armand is a transgender man employed as a security guard at a large bank. Armand has applied to be a supervisor, but he has been rejected on the basis that the other security guards would not be comfortable taking orders from a transgender person. Armand can to sue his employer under the Civil Rights Act of 1991.26. Archie, a member of a protected class, was convicted and served time in federal prison for tax fraud and evasion. Now that he is out of prison, Archie has applied for a machine maintenance job with a construction firm, which builds pipelines. Archie is highly qualified for the work. If the employer rejects Archie based on his felony conviction, it may be subject to a suit for discrimination.27. The Uniform Guidelines are used by enforcement agencies to examine recruiting, hiring, promotion, and many other employment-related practices28. The Uniform Guidelines on Employee Selection Procedure apply only to organizations under the jurisdiction of the EEOC.29. If the selection rate for a protected group is more than 80% of the selection rate for the majority group, this is evidence that discrimination exists30. According to the Uniform Guidelines on Employee Selection Procedures, employers are required to maintain “close” proportionate equality in the composition of their work force to the relevant labor market31. The major reason that the firm must calculate external disparate impact is in case an employee brings a lawsuit and the EEOC subpoenas the data.32. An "employment test" is defined as any paper-and-pencil test that an employer may use prior to making a hiring decision33. Content validity is a logical, non-statistical method used to identify the KSAs and other characteristics necessary to perform a job34. We Do Wonderful Windows is a custom window treatments firm employing two designers, five seamstresses, two installers and an office manager. All the employees are female. Wonderful Windows does not have to maintain any records for EEO compliance purposes35. The minimum time period for retaining employment records varies, but the rule of thumb is to keep documents that are less than five years old36. To meet minimum EEO guidelines employers must have a written EEO policy statement which is available to all employees upon request37. Sometimes employees want to pursue a discrimination case under state law rather than under federal law because there may be greater remedies under state laws38. Since it is illegal to collect information on applicants’ protected class data, applicant flow data is primarily based on interviewer assessment of applicants’ age, race and national origin39. Mediation between employers and employees conducted by the EEOC has resulted in faster resolution of EEO-based complaints40. Whichever side loses a discrimination trial in federal court, it has the option to appeal the decision, perhaps as high as the U.S. Supreme Court Week 3 Team Assignment Legal Compliance Paper (Baderman Island)Write a 700- to 1,050-word paper in which you do the following: Identify legal compliance challenges that could be present in the company.Evaluate possible options to reduce the liability those compliance challenges create.Analyze how employment practice compliance systems could assist in liability reduction. Week 3 Discussion QuestionsIdentify at least two different employment selection processes utilized by your employer.Which process do you find to be the most beneficial and why?identify potential risks associated with using this selection process, and discuss how this risk can be minimized. Suppose you are a manager in an organization.How would you assess the training and development programs within your department?What recommendations would you propose?Explain the importance of the changes in terms of strategy. How would you explain nondiscriminatory hiring practices to a new HR employee?Provide an example to help illustrate these hiring practices.What points would you emphasize? Describe a situation where the organization you work in has an employee leave, but the organization does not have a clear succession plan.Explain how this might affect the organization and what components are needed in a succession plan. Of the four training categories found in Chapter 9 of Human Resource Management, on which category does your current employer focus their efforts?Should this focus be changed? Why or why not? Week 4 Individual Assignment Paper Employment Selection and Training and Development Programs Write a 700- to 1,050-word paper in which you analyze the two different selection processes and strategies by addressing the following: Clearly identify the case examples you are using.Identify the purpose of each selection process.Explain how to design the selection process to minimize risk.Does the strategy minimize or increase overall risk for the company?Offer one alternative for each selection process designed to reduce the risk to the company. Week 4 Discussion QuestionsIdentify at least two health and safety programs at your current workplace or at a company with which you are familiar.Discuss the merits of each program and identify areas of concern with regard to this week’s reading.Do the programs work? Are they up to date? Do they meet industry and legal standards? What is the most important relationship between ethics and safety?Where could your current employer, or an employer you are familiar with, improve?What are the consequences if they do not? Imagine that you are the new safety officer at work.What might be your first priority and why?How could you convince operational managers to make safety a first concern? Describe at least three key components of an effective health and safety program and explain why they are important.What would happen if these components were not included in the program? Week 4 Summary (Flying under the influence)WEEK 5 INDIVIDUAL ASSIGNMENT PAPER APPENDIX B CONTINGENCY PLAN EVALUATIONResources: Appendix BResearch and locate two contingency plans using a search engine of your choosing.Fill out Appendix B, Contingency Plan Evaluation, using the information found in your search.Post your assignment as a Microsoft® Word attachment Week 5 Team Assignment Paper HR Management Strategy PlanDesign an HR risk management strategy plan for your chosen Baderman Island company using Appendix C as a guide.Summarize the following in your plan: Risk assessment and management programHealth and safety programsSuccession planCrisis contingency plan Week 5 Discussion QuestionsIdentify at least two potential HR crises in your current workplace.Which crisis is most important to mitigate and why?What are some ways that you or your employer can help to reduce the risk of a crisis? In Human Resource Management (p. 482), the three main components of disaster planning are addressed.Which of these components is missing in your current workplace or in a workplace with which you are familiar?What would you recommend to change this? What was the most important thing you learned during this class?What important question about this class remains unanswered?

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HRM 420 (HUMAN RESOURCE RISK MANAGEMENT) COMPLETE COURSE

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To buy this click here

http://www.coursehomework.com/product/hrm-420-human-resource-risk-management-complete-course/

HRM 420 (HUMAN RESOURCE RISK MANAGEMENT) COMPLETE COURSEWeek 1 Individual Assignment Paper Human Resource (Appendix A)Resources: Appendix A, the Internet, and helpful Web sites:http://www.amanet.org/http://www.skillpath.comhttp://www.nationalseminarstraining.com/Research several different HR risk management seminarsSummarize at least five different seminars (these may be presented by the same company). Identify the HR risks the seminar features. Create at least three questions per risk factor you want the seminar to answer. Week 1 Discussion QuestionsHow can a safety committee be a convenient and effective forum for identifying HR risks and management needs and establishing risk management goals? How does your current employer handle these challenges?Government agencies set the agenda for social responsibility with laws and regulations.Discuss why you feel these laws and regulations are important and list potential problems with governmental control.?What is your definition of socially responsible risk management?How would you go about enacting a more socially responsible risk management strategy in your current workplace?What are the stated risk management goals of your current HR department?Do you think they are realistic?What would you change and why? Week 2 Individual Assignment Risk Management Strategy PresentationCreate a PowerPoint® presentation of 8–10 slides outlining a socially responsible risk management strategy for a company with which you are familiar. Summarize the following:Goals of risk managementIdentification applicable risk factorsStrategies for managing each risk factorPlan for continued monitoring and adjustmentSocial implications and responsibilities Week 2 Discussion QuestionsWhat is the most important thing that an employer should do when facing an OSHA inspection?How would you ensure that act is accomplished and documented?How do employment practice compliance systems (EPCS) help businesses stay compliant?identify at least two areas in your current employment where an EPCS is used, or could be used, effectively.How does your current employer differentiate between legal liabilities, ethical liabilities, and industry standard (which may be neither legal nor ethical)?Provide at least two examples of each.Do you agree with these practices? Why or why not? List five employer responsibilities and five employee rights.Explain how both are a necessary component in a risk management strategy. Week 2 QuizAs diversity in the workplace increases, employment discrimination has decreased because workers have higher comfort levels in interacting with a wide variety of people -2. The United States is one of the few nations that has laws forbidding discrimination in the workplace.3. A legal defense against a charge of employment discrimination is lack of intent to discriminate.4. The burden of proof shifts to the employer once the court rules that a prima facie case of discrimination has been made by the plaintiff.5. The intent of affirmative action is to make up for historical discrimination.6. Executive orders have typically been used by presidents to allow large government contractors to operate without conforming to anti-discrimination laws.7. The Civil Rights Act of 1991 allows plaintiffs both punitive and compensatory damages in some circumstances.8. Anti-discrimination laws that apply only to federal contractors take the form of Executive Orders9. From a legal point of view, sexual harassment is considered employment discrimination.10. The EEOC is responsible for requiring that federal contractors take affirmative action to overcome the effects of prior discrimination practices11. If it is illegal in a certain country for women to drive cars, the 1991 Civil Rights Act requires that American women working for a U.S. company operating in that country also not drive cars, even if that is typically a duty of the jobs they hold.12. The Equal Pay Act prohibits employers from having different pay rates based on race.13. Although the Pregnancy Discrimination Act requires employers to treat maternity leave the same as other medical leaves, it does not require insurance coverage for prescription contraceptives under employer-provided health plans.14. The driver of a truck that makes liquor deliveries to a local casino has been making lewd comments and suggestions to one of the female employees who works on the receiving dock. The HR department has no responsibility regarding this type of action because the truck driver is not an employee of the company. –15. Clara has complained to the HR manager that her supervisor, Roberta, is making unwanted sexual advances to her and has created a hostile work environment. Clara’s situation may be considered sexual harassment.16. Obesity is not considered as a disability under the ADA because this condition is caused by the individual and can be changed by the individual.17. For years after she broke her hip in a car wreck Becky was addicted to prescription pain medication. Now, Becky is free of her addiction, but she continues to attend a 12-step program to stay drug free. Becky is covered by the ADA.18. A staff attorney for a large commercial real estate development firm has returned from military duty in Iraq with injuries to both hands that prevent her from using a keyboard. Equipping her computer with voice recognition software that will allow the attorney to do carry out her job duties will cost over $3,000. The firm can refuse to accommodate the attorney’s disability because this would be an undue hardship19. Federal law prohibits employers from using genetic test results to exclude individuals from certain jobs if they have genetic conditions that increase health risks.20. Claudette is 59 years old. Since her job description was changed to include customer relations duties, her performance has declined. Over the past year Claudette has been counseled by her manager, sent to training, and received warnings about her poor performance. Claudette’s performance is still not acceptable and there are no appropriate positions available for her to be transferred into. The employer will not be subject to an age discrimination claim if it discharges Claudette at this point.-21. Because of the Baby Bust following the Baby Boom, older workers are becoming more valuable to employers as the pool of younger workers shrinks. Consequently, discrimination complaints under the ADEA are declining.22. Clara, an accounts receivable clerk at a large insurance agency, has just converted to a religion which requires women to wear modest clothing (high-necked, long-sleeved tops, below-knee length skirts, closed-toed shoes, and a small bonnet that covers her hair). Clara’s employer must provide reasonable accommodation and allow Clara to wear her garb, even though some of her coworkers are annoyed at Clara’s “ostentatious modesty.”23. A highly skilled foreign research scientist in the field of optics could be hired by a U.S. firm if he could be granted an H-1B visa.24. Shirley is a member of the Marine Reserve. She was concerned that she would not be hired if the company knew that she was in the reserves and could be called up for active service at any time. So, she did not tell the employer that she was a reservist. After she had been with the company for eight months, Shirley’s unit was called to go to Iraq. Her employer terminated Shirley’s employment when it learned of Shirley’s military status. Shirley can charge her former employer with violation of the USERRA25. Armand is a transgender man employed as a security guard at a large bank. Armand has applied to be a supervisor, but he has been rejected on the basis that the other security guards would not be comfortable taking orders from a transgender person. Armand can to sue his employer under the Civil Rights Act of 1991.26. Archie, a member of a protected class, was convicted and served time in federal prison for tax fraud and evasion. Now that he is out of prison, Archie has applied for a machine maintenance job with a construction firm, which builds pipelines. Archie is highly qualified for the work. If the employer rejects Archie based on his felony conviction, it may be subject to a suit for discrimination.27. The Uniform Guidelines are used by enforcement agencies to examine recruiting, hiring, promotion, and many other employment-related practices28. The Uniform Guidelines on Employee Selection Procedure apply only to organizations under the jurisdiction of the EEOC.29. If the selection rate for a protected group is more than 80% of the selection rate for the majority group, this is evidence that discrimination exists30. According to the Uniform Guidelines on Employee Selection Procedures, employers are required to maintain “close” proportionate equality in the composition of their work force to the relevant labor market31. The major reason that the firm must calculate external disparate impact is in case an employee brings a lawsuit and the EEOC subpoenas the data.32. An "employment test" is defined as any paper-and-pencil test that an employer may use prior to making a hiring decision33. Content validity is a logical, non-statistical method used to identify the KSAs and other characteristics necessary to perform a job34. We Do Wonderful Windows is a custom window treatments firm employing two designers, five seamstresses, two installers and an office manager. All the employees are female. Wonderful Windows does not have to maintain any records for EEO compliance purposes35. The minimum time period for retaining employment records varies, but the rule of thumb is to keep documents that are less than five years old36. To meet minimum EEO guidelines employers must have a written EEO policy statement which is available to all employees upon request37. Sometimes employees want to pursue a discrimination case under state law rather than under federal law because there may be greater remedies under state laws38. Since it is illegal to collect information on applicants’ protected class data, applicant flow data is primarily based on interviewer assessment of applicants’ age, race and national origin39. Mediation between employers and employees conducted by the EEOC has resulted in faster resolution of EEO-based complaints40. Whichever side loses a discrimination trial in federal court, it has the option to appeal the decision, perhaps as high as the U.S. Supreme Court Week 3 Team Assignment Legal Compliance Paper (Baderman Island)Write a 700- to 1,050-word paper in which you do the following: Identify legal compliance challenges that could be present in the company.Evaluate possible options to reduce the liability those compliance challenges create.Analyze how employment practice compliance systems could assist in liability reduction. Week 3 Discussion QuestionsIdentify at least two different employment selection processes utilized by your employer.Which process do you find to be the most beneficial and why?identify potential risks associated with using this selection process, and discuss how this risk can be minimized. Suppose you are a manager in an organization.How would you assess the training and development programs within your department?What recommendations would you propose?Explain the importance of the changes in terms of strategy. How would you explain nondiscriminatory hiring practices to a new HR employee?Provide an example to help illustrate these hiring practices.What points would you emphasize? Describe a situation where the organization you work in has an employee leave, but the organization does not have a clear succession plan.Explain how this might affect the organization and what components are needed in a succession plan. Of the four training categories found in Chapter 9 of Human Resource Management, on which category does your current employer focus their efforts?Should this focus be changed? Why or why not? Week 4 Individual Assignment Paper Employment Selection and Training and Development Programs Write a 700- to 1,050-word paper in which you analyze the two different selection processes and strategies by addressing the following: Clearly identify the case examples you are using.Identify the purpose of each selection process.Explain how to design the selection process to minimize risk.Does the strategy minimize or increase overall risk for the company?Offer one alternative for each selection process designed to reduce the risk to the company. Week 4 Discussion QuestionsIdentify at least two health and safety programs at your current workplace or at a company with which you are familiar.Discuss the merits of each program and identify areas of concern with regard to this week’s reading.Do the programs work? Are they up to date? Do they meet industry and legal standards? What is the most important relationship between ethics and safety?Where could your current employer, or an employer you are familiar with, improve?What are the consequences if they do not? Imagine that you are the new safety officer at work.What might be your first priority and why?How could you convince operational managers to make safety a first concern? Describe at least three key components of an effective health and safety program and explain why they are important.What would happen if these components were not included in the program? Week 4 Summary (Flying under the influence)WEEK 5 INDIVIDUAL ASSIGNMENT PAPER APPENDIX B CONTINGENCY PLAN EVALUATIONResources: Appendix BResearch and locate two contingency plans using a search engine of your choosing.Fill out Appendix B, Contingency Plan Evaluation, using the information found in your search.Post your assignment as a Microsoft® Word attachment Week 5 Team Assignment Paper HR Management Strategy PlanDesign an HR risk management strategy plan for your chosen Baderman Island company using Appendix C as a guide.Summarize the following in your plan: Risk assessment and management programHealth and safety programsSuccession planCrisis contingency plan Week 5 Discussion QuestionsIdentify at least two potential HR crises in your current workplace.Which crisis is most important to mitigate and why?What are some ways that you or your employer can help to reduce the risk of a crisis? In Human Resource Management (p. 482), the three main components of disaster planning are addressed.Which of these components is missing in your current workplace or in a workplace with which you are familiar?What would you recommend to change this? What was the most important thing you learned during this class?What important question about this class remains unanswered?