Employment classifications

qualifications the notice of discrimination in the workplace would decrease. Now a days instead of business’s refusing individual’s positions based on the color of their skin, religion or disability, indirect discrimination takes place by creating specific employment requirements that need to be met in order for someone to possess a job at the said business. These requirements go outside the normally discrimination spectrum and tackle a whole new group of people. An example would be if two women…

It is used to evaluate and monitor diseases that affect the lung function, monitor the effects of environment, monitor occupational exposures, assess risks of surgery and in pre-employment evaluation or for insurance purposes. The PEFR measures the movement of air into and out of the lungs during breathing. When lung function tests are used in monitoring the effects of occupational exposures or as an aid in diagnosis, the signal is…

inequality and set the basis of an economy with a zero tolerance for gender discrimination. The act's key concept was “to include employer decisions about base pay or wages, job classifications, career ladder or other noncompetitive promotion denials, tenure denials, and failure to respond to requests for raises” (U.S. Equal Employment Opportunity Commission, 2016, para. 4 ). Also the law indicate that…

This week’s chapter is The Goals of Human Resource Management (HRM). From my understanding, Human Resource Management is one of the departments in each organisation that is likely to achieve its objectives if their employees are used effectively and they planned how best to use their employees in order to achieve company’s goals and objectives. My refection essay will be based on my own personal experience working in the HR department and from the reading of this week’s chapter. I used to work…

As the progress of technological innovation marches on, it brings a new layer of complications to the labor relations process. More than ever, the challenge of balancing employee privacy with employer interests presents immense difficulties, especially with regards to social media. The two cases examined in the following pages form a framework for a cursory investigation of workplace privacy and an employer’s interest and legal rights to restrict the digital activities of their employees. In the…

with the Uber drivers as well. Currently, most gig economy workers are classified as independent contractors rather than employees, and while that may seem trivial, being classified as an independent contractor means that you have no claim to any employment benefits. Along with the possible ramifications of unpaid…

better. Teachers need to alter educational program for engineers to inoculate their understudies against offshoring. Fast development has empowered seaward outsourcing firms to raise efforts in expanding their companies to around the world. Some employments moving seaward do not take after a basic example, for example, assignments requiring lower training levels moving seaward and larger amount of jobs staying in the United States. Unmistakably, at any rate some abnormal state building outline…

appropriate disciplinary measures. Customers or any other individuals or groups in association with the company are not affected by Edu Corp’s Employee Policy. Edu Corp also strictly adheres to any and/or all local, state, and federal laws pertaining to employment. 4.…

In most states, the law assumes that private sector workers are hired "at-will. The employment-at-will doctrine provides that mutually the boss and the employee can end the service relationship at any time minus notification or cause. Such means the manager has the mandate to dismiss the employee any time for any reason or no reason at all or a bad motive, provided the reason is not unlawful - even if one’s performance has been exceptional (Muhl, 2001). On the other hand, an employee can resign…

and Regulations did not explicitly mandate “equal pay for equal work.” The court held that the agency director in question had discretion over “the decision of whether to do a position-to-position study.” In a situation where “a new [job] classification system was being put into place,” the court concluded the agencies involved were not acting “unreasonably, arbitrarily, or capriciously” when they decided to reclassify the plaintiff’s position and…