Employment Law Essay

Strategic choice and employment relations in Qantas and Jetstar.” Asia Pacific Journal of Human Resources (2013) 51, pp.437–453. Examining Sarina and Lansbury’s (2013) article on the two airline Qantas and Jetstar, it is seen that the conducted study concerns the strategic choices that the airlines adopted in relation to the changing factors that affected the aviation industry. This research aims to explore and unfold the different changes in strategies regarding the employment relations of…

Define the applicable laws at federal, state or regulatory levels for your business organization. Document the unavailability of information which might lead to a potential disqualification of the applicant. Document the fact that the company has to abide by the federal FCRA compliance. Inform that every job applicant has to sign a written permission allowing for a background check. Mention that there is has to be comply with providing equal employment laws. Mention the procedure you would…

labor, Norris-Laguardia, Taft-Hartley, Landrum-Griffin, civil service reform, and postal recognition acts. The Little Wagner act at state level and state employee bargaining laws and policies, as well. Employment and human resource policies include wage and hour legislation, equal employment opportunity laws, OSHA act, employment retirement income security act, unemployment insurance, workers’ compensation, job training partnership, programs to improve labor management, family and medical leave…

3-23. Explain why Supreme must submit an affirmative action program. 3-24.Generally, what should the program be designed to accomplish? 3-23. Affirmative Action program (AAP) is defined as the "approach developed by organizations with government contracts to demonstrate that workers are employed in proportion to their representation in the firm's relevant labor market''.(Moday & Martocchio pg.56) This program is enforced by the Office of Federal Contract Compliance Programs. Although, the…

conducting background checks a company must comply with the Fair Credit Reporting Act (FCRA), as well as not violate any federal or state equal opportunity laws or regulations. Background checks that are handled improperly can lead to liability for employers through two main areas: violation of human rights legislation and violation of privacy laws. The FCRA requires that…

discriminator than he or she treat or would treat others (Goldman & Lewis, 2009). The law requires employers and employees to make reasonable accommodations and adjustments to the needs of disabled people to help them to overcome barriers that they may face in gaining and remaining in employment and in accessing and using goods and services. This act helps protect those with disabilities and provides them with fair employment…

should one bring his or her religion to the workplace? Why shouldn’t they? The workplace is one place where many people will meet with several different religious backgrounds. Should people just concentrate on what brought them to their place of employment or is it okay to talk about religious beliefs (Ettorre, 1996)?…

misclassification of employees as independent contractors. The DOL said that most workers qualify as employees according to the terms set down in the Fair Labor Standards Act (FLSA) with stress placed on the fact the statute provides a very broad definition of employment. The head of DOL’s Wage and Hour Division, David Wells, put together a 15-page administrator’s interpretation that showcased employees being improperly labeled as independent contactors resulting in a gray area where employers…

(Dessler, Equal Opportunity and the Law, 2012). For example, a job advert should not contain phrases like “We cannot cater for workers with disabilities”. Phrases like “recent graduates” or “highly experienced” should be avoided. They tend to discriminate against older and younger prospective employees respectively. These phrases should only be used when they are of absolute necessity for the fulfillment of job assignments (Dessler, Equal Opportunity and the Law, 2012). Job adverts should also…

treatment involves discriminatory intent or purpose by the employer. It forbids employers from treating candidates or employees differently because of their association in a protected class. Primarily, disparate treatment is a way to prove unlawful employment discrimination. Thus, an employee who makes a disparate treatment claim alleges that he/she was treated differently than other employees who were in similar situated classes and that difference was based on a protected class…