Week 3 Assignment 1 – Submit Here

Assignment 1: Management Team Briefing on Employment Laws

Due Week 3 and worth 200 points

In your new role as Chief Human Resources Officer (CHRO) for a major retail organization, you have been tasked within the first 30 days by the CEO to conduct a presentation to the management team on employment law awareness. The CEO informed you that under the previous CHRO the company experienced lack of employment law understanding, resulting in a few lawsuits that were not in the company’s favor. Avoiding similar experiences is a high priority and your thorough presentation to the management team is the first big step to success.

Prepare a fifteen to twenty (15-20) slide PowerPoint presentation in which you:

1. Include cover, agenda, conclusion, and reference list slides, all of which may count toward total slide count.
2. Provide a 1-2 slide overview of employment law based on information found in Chapter 1 of Employment Law for Human Resource Practice. NOTE: You may use your discretion to decide what information needs to be addressed as long as your overview is descriptive and relevant.
3. Include in the remaining slides the following required presentation information:

   Provide a three (3) slide minimum covering at least 6 strong bullet points highlighting a discussion on whom employees and employers are in determining employment relationships
   Provide a three (3) slide minimum covering at least 6 strong bullet points highlighting a discussion on the concept of employment discrimination
   Provide a three (3) slide minimum covering at least 6 strong bullet points highlighting a discussion on the types of discrimination
   Provide a three (3) slide minimum covering at least 6 strong bullet points highlighting a discussion on retaliation

4. Go to https://research.strayer.edu to locate at least three (3) quality academic resources in this assignment. Note: You may only use the resources listed in the course syllabus and those that are specifically provided by the instructor.

Important Notes: (1) Total number of words in the bullet points are not more important than the quality of the information. (2) More detailed information should be included in the footnotes of the presentation. (3) Presentations must have a business-like professional look.

Your assignment must follow these formatting requirements:

• Text font size for headings and titles in the presentation must not exceed 36 pt. For all other text, the font ideally should not exceed 24 pt. Check with your professor for additional details.
• Presentation text must be properly aligned throughout the presentation and maintain the same line spacing and font size.
• Professional presentation templates will be used. Check with the professor on possible examples.
• If images found at websites or other sources are placed in the presentation, credit must be given to the sources with citations and references

The specific course learning outcomes associated with this assignment are:

• Assess and understand employment laws, the rights they confer on employees, and the processes involved in enforcing these laws.
• Examine the legal significance of determining whether an employment relationship exists.
• Use technology and information resources to research issues in employment law.
• Write clearly and concisely about employment law using proper writing mechanics.

Be sure to review the

rubric for this assignment

.

HRM 510 – Assignments and Rubrics

COURSE DESCRIPTION

This course analyzes the foundation of employment law and how it impacts the employer-employee relationship. Topics covered include the selection, development, and termination of employees; maintaining policies that support diversity; and avoiding wrongful terminations. Students will develop an appreciation for the legal process and how organizations can manage risk.

INSTRUCTIONAL MATERIALS

Required Resources

Walsh, D. J. (2019). Employment Law for Human Resource Practice (6th ed.). Mason, OH: South-Western Cengage Learning.

Supplemental Resources

Bagenstos, S. R. (2013). Employment law and social equality. Michigan Law Review, 112(2), 225-273.

http://libdatab.strayer.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=91793381&site=eds-live&scope=site

Brill, E. A., Fant, L. M., & Baddish, N. M. (2013). 2012-2013 U.S. Supreme Court wrap-up: Hot topics in labor and employment law. Employee Relations Law Journal, 39(3), 3-8.

http://libdatab.strayer.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=91640070&site=eds-live&scope=site

Burkhauser, R. V., Schmeiser, M. D., & Weathers II, R. R. (2012). The importance of anti-discrimination and workers’ compensation laws on the provision of workplace accommodations following the onset of a disability. Industrial & Labor Relations Review, 65(1), 161-180.

http://libdatab.strayer.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=70100826&site=eds-live&scope=site

Langan, K., & Schafer, K. R. (2012). Labor & employment law. Syracuse Law Review, 62(4), 709-73

7.

http://libdatab.strayer.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=a9h&AN=87855245&site=eds-live&scope=site

Outten, A. E. (2013). Labor and employment law certification. Florida Bar Journal, 87(6), 63. http://libdatab.strayer.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=a9h&AN=87855245&site=eds-live&scope=site

Society for Human Resource Management [SHRM]. (2018). Various employment law articles. Retrieved at

https://www.shrm.org/search/pages/default.aspx?k=EMPLOYMENT%20LAW

COURSE LEARNING OUTCOMES

1.

Assess and understand employment laws, the rights they confer on employees, and the processes involved in enforcing these laws.

2. Examine the legal significance of determining whether an employment relationship exists.

3. Describe the concept of employment discrimination, the various types of discrimination, and the methods used in deciding discrimination cases.

4.

Evaluate discrimination as a fundamental legal concern surrounding recruiting activities.

5. Determine employment laws that apply to the selection, development, and management of employees.

6. Assess various discrimination and harassment violations to aid in maintaining a diverse workforce.

7.

Develop policies that are compliant with employment laws.

8. Examine methods to assist in avoiding wrongful terminations.

9.

Use technology and information resources to research issues in employment law.

10. Write clearly and concisely about employment law using proper writing mechanics.

WEEKLY COURSE SCHEDULE

The standard requirement for a 4.5 credit hour course is for students to spend 13.5 hours in weekly work. This includes preparation, activities, and evaluation regardless of delivery mode.

Week

Preparation, Activities, and Evaluation

Points

1

Preparation
· Reading(s)
· Chapter 1: Overview of Employment Law
· e-Activity
·

Go to

the United States Department of Labor’s website to review the “Summary of the Major Laws of the Department of Labor,” located at http://www.dol.gov/opa/aboutdol/lawsprog.htm. Be prepared to discuss.
Activities
· Course Expectations and Introductions
· View Lectures 1 & 2
· Discussion
Evaluation
· None

20

2

Preparation
· Reading(s)
· Chapter 2: The Employment Relationship
· Chapter 3: Overview of Employment Discrimination
· e-Activity
· Go to the United States Equal Employment Opportunity Commission’s website to review discrimination types, located at http://www.eeoc.gov/laws/types. Be prepared to discuss.
Activities
· View Lectures 1 & 2
· Discussion
Evaluation
· None

20

3

Preparation
· Reading(s)
· Chapter 4: Recruitment
· Chapter 5: Background Checks, References, and Verifying Employment Eligibility
· e-Activities
· Go to the United States Equal Employment Opportunity Commission, and review the section titled “Prohibited Employment Policies / Practices,” located at http://www.eeoc.gov/laws/practices/. Be prepared to discuss.
· Go to the Privacy Rights Clearinghouse website, and read the article titled “Facts Sheet 16: Employment Background Checks: A Job Seeker’s Guide,” located at https://www.privacyrights.org/employment-background-checks-jobseekers-guide. Next, review the document titled “State Laws and Their Impact on Use of Criminal Records for Employment,” located in the online course shell. Be prepared to discuss.
Activities
· View Lectures 1 & 2
· Discussion
Evaluation
· Assignment 1: Management Team Briefing on Employment Laws

20

200

4

Preparation
· Reading(s)
· Chapter 6: Employment Tests
· Chapter 7: Hiring and Promotion Decisions
· e-Activity
· Use the Internet or the Strayer Library at http://research.strayer.edu to research employment tests (i.e., drug tests, medical examinations, polygraphs or honesty tests, and scored tests of ability). Be prepared to discuss.
Activities
· View Lectures 1 & 2
· Discussion
Evaluation
· None

20

5

Preparation
· Reading(s)
· Chapter 8: Harassment
· Chapter 9: Reasonably Accommodating Disability and Religion
· e-Activity
· Go to The Leadership Conference’s website to read the article titled “Affirmative Action,” located at http://www.civilrights.org/resources/civilrights101/affirmaction.html. Be prepared to discuss.
Activities
· View Lectures 1 & 2
· Discussion
Evaluation
· None

20

6

Preparation
· Reading(s)
· Chapter 10: Work-Life Conflicts and Other Diversity Issues
· e-Activity
Go to the Life Coach Directory website at https://www.lifecoach-directory.org.uk/lifecoach-articles/the-7-challenge-areas-for-work-life-balance to review challenge areas for work-life balance. You may also choose to review other research of your choosing instead of the Life Coach Directory website. Be prepared to discuss.
Activities
· View Lectures 1 & 2
· Discussion
Evaluation
· Assignment 2: Employment Law and the Hiring Process

20
190

7

Preparation
· Reading(s)
· Chapter 11: Wages, Hours, and Pay Equity
· Chapter 12: Benefits
· e-Activity
· Use the Internet or the Strayer Library at http://research.strayer.edu to research the Employee Retirement Income Security Act (ERISA) and how it affects employers and employees. Be prepared to discuss.
Activities
· View Lectures 1 & 2
· Discussion
Evaluation
· None

20

8

Preparation
· Reading(s)
· Chapter 13: Unions and Collective Bargaining
· Chapter 14: Occupational Safety and Health
· e-Activities
· Go to the “Board Decisions” section of the National Labor Relations Board’s website, located at http://www.nlrb.gov/cases-decisions/board-decisions, and use the search option to find and then review one (1) case concerning unions and / or collective bargaining. Be prepared to discuss.
· Go to the United States Department of Labor’s website, and review one (1) article from the Occupational Safety & Health Administration’s (OSHA) “Latest News” section, located at https://www.osha.gov/. Be prepared to discuss.
Activities
· View Lectures 1, 2, and 3
· Discussion
Evaluation
· Assignment 3: Managing a Compliant and Diverse Workplace

20
190

9

· Reading(s)
· Chapter 15: Privacy on the Job
· Chapter 16: Specifically pages 689-691: Performance Appraisals
· e-Activities
· Review the document on Discretion and Bias in Performance Evaluations found at http://faculty.chicagobooth.edu/canice.prendergast/research/DiscretionAndBiasInPerformanceEvaluation
· Use the Internet or the Strayer Library at

https://research.strayer.edu

to research privacy protection for email and Internet communication. Be prepared to discuss.
Activities
· View Lectures 1 & 2
· Discussion
Evaluation
· None

20

10

Preparation
· Reading(s)
· Chapter 16: Terminating Individual Employees
· Chapter 17: Downsizing and Post-Termination Issues
Activities
· View Lectures 1 & 2
· Discussion
Evaluation
· Assignment 4: Avoiding Wrongful Employee Terminations

20
200

11

Preparation
· Reading(s): None
Activities
· View Lectures 1 & 2
· Discussion
Evaluation
· None

20

GRADING SCALE – GRADUATE

Assignment

Total Points

% of

Grade

Assignment 1: Management Team Briefing on Employment Laws

200

20%

Assignment 2: Employment Law and the Hiring Process

190

19%

Assignment 3: Managing a Compliant and Diverse Workplace

190

19%

Assignment 4: Avoiding Wrongful Employee Terminations

200

20%

Participation (11 discussions worth 20 points apiece)

220

22%

Total

1,000

100%

Points

Percentage

Grade

900 – 1,000

90% – 100%

A

800 – 899

80% – 89%

B

700 – 799

70% – 79%

C

Below 700

Below 70%

F

HRM 510 – Business Employment Law

© 2019 Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may not be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

HRM 510 STUDENT GUIDE 1192 (12-03-2018) Page 7 of 21

Assignment 1: Management Team Briefing on Employment Laws

Due Week 3 and worth 200 points

In your new role as Chief Human Resources Officer (CHRO) for a major retail organization, you have been tasked within the first 30 days by the CEO to conduct a presentation to the management team on employment law awareness. The CEO informed you that under the previous CHRO the company experienced lack of employment law understanding, resulting in a few lawsuits that were not in the company’s favor. Avoiding similar experiences is a high priority and your thorough presentation to the management team is the first big step to success.

Prepare a fifteen to twenty (15-20) slide PowerPoint presentation in which you:

1. Include cover, agenda, conclusion, and reference list slides, all of which may count toward total slide count.

2. Provide a 1-2 slide overview of employment law based off information found in Chapter 1 of Employment Law for Human Resource Practice. NOTE: You may use your discretion to decide what information needs to be addressed as long as your overview is descriptive and relevant.

3. Include in the remaining slides the following required presentation information:

· Provide a three (3) slide minimum covering at least 6 strong bullet points highlighting a discussion on who employees and employers are in determining employment relationships

· Provide a three (3) slide minimum covering at least 6 strong bullet points highlighting a discussion on the concept of employment discrimination

· Provide a three (3) slide minimum covering at least 6 strong bullet points highlighting a discussion on the types of discrimination

· Provide a three (3) slide minimum covering at least 6 strong bullet points highlighting a discussion on retaliation

4. Go to https://research.strayer.edu to locate at least three (3) quality academic resources in this assignment.

 

Note: You may only use the resources listed in the course syllabus and those that are specifically provided by the instructor.

Important Notes: (1) Total number of words in the bullet points are not more important than the quality of the information. (2) More detailed information should be included in the footnotes of the presentation. (3) Presentations must have a business-like professional look.

Your assignment must follow these formatting requirements:

· Text font size for headings and titles in the presentation must not exceed 36 pt. For all other text, the font ideally should not exceed 24 pt. Check with your professor for additional details.

· Presentation text must be properly aligned throughout the presentation and maintain the same line spacing and font size.

· Professional presentation templates will be used. Check with the professor on possible examples.

· If images found at websites or other sources are placed in the presentation, credit must be given to the sources with citations and references

The specific course learning outcomes associated with this assignment are:

· Assess and understand employment laws, the rights they confer on employees, and the processes involved in enforcing these laws.

· Examine the legal significance of determining whether an employment relationship exists.

· Use technology and information resources to research issues in employment law.

· Write clearly and concisely about employment law using proper writing mechanics.

Grading for this assignment will be based on answer quality, logic / organization of the paper, and language and writing skills, using the following rubric.

Points: 200

Assignment 1: Management Team Briefing on Employment Laws

Criteria

Unacceptable

Below 70% F

Fair

70-79% C

Proficient

80-89% B

Exemplary

90-100% A

1. Include cover, agenda, conclusion, and reference list slides, all of which may count toward total slide count.

Weight: 10%

Did not submit or incompletely included cover, agenda, conclusion, and reference list slides for the presentation.

Partially included cover, agenda, conclusion, and reference list slides for the presentation.

Satisfactorily included cover, agenda, conclusion, and reference list slides for the presentation.

Thoroughly included cover, agenda, conclusion, and reference list slides for the presentation.

2. Provide a 1-2 slide overview of employment law based off information found in Chapter 1 of Employment Law for Human Resource Practice. NOTE: You may use your discretion to decide what information needs to be addressed as long as your overview is descriptive and relevant.

Weight: 15%

Did not submit or incompletely provided a 1-2 slide overview of employment law based off information found in Chapter 1 of Employment Law for Human Resource Practice and did not ensure that overview was descriptive and relevant.

Partially provided a 1-2 slide overview of employment law based off information found in Chapter 1 of Employment Law for Human Resource Practice and partially ensured that overview was descriptive and relevant.

Satisfactorily provided a 1-2 slide overview of employment law based off information found in Chapter 1 of Employment Law for Human Resource Practice and satisfactorily ensured that overview was descriptive and relevant.

Thoroughly provided a 1-2 slide overview of employment law based off information found in Chapter 1 of Employment Law for Human Resource Practice and thoroughly ensured that overview was descriptive and relevant.

3. Include in remaining slides all other required presentation information.

Note: See criteria 3 list in the course guide.

Weight: 50%

Did not submit or incompletely included in remaining slides all other required presentation information.

Note: See criteria 3 list in the course guide.

Partially included in remaining slides all other required presentation information.

Note: See criteria 3 list in the course guide.

Satisfactorily included in remaining slides all other required presentation information.

Note: See criteria 3 list in the course guide.

Thoroughly included in remaining slides all other required presentation information.

Note: See criteria 3 list in the course guide.

4. 3 references

Weight: 5%

No references provided

.

Does not meet the required number of references; some or all references poor quality choices.

Meets number of required references; all references high quality choices.

Exceeds number of required references; all references high quality choices.

5. Writing Mechanics, Grammar, and Formatting
Weight: 5%

Serious and persistent errors in grammar, spelling, punctuation, or formatting.

Partially free of errors in grammar, spelling, punctuation, or formatting.

Mostly free of errors in grammar, spelling, punctuation, or formatting.

Error free or almost error free grammar, spelling, punctuation, or formatting.

6. Appropriate use of APA in-text citations and reference
Weight: 5%

Lack of in-text citations and / or lack of reference section.

In-text citations and references are provided, but they are only partially formatted correctly in APA style.

Most in-text citations and references are provided, and they are generally formatted correctly in APA style.

In-text citations and references are error free or almost error free and consistently formatted correctly in APA style.

7. Information Literacy / Integration of Sources
Weight: 5%

Serious errors in the integration of sources, such as intentional or accidental plagiarism, or failure to use in-text citations.

Sources are partially integrated using effective techniques of quoting, paraphrasing, and summarizing.

 

Sources are mostly integrated using effective techniques of quoting, paraphrasing, and summarizing.

Sources are consistently integrated using effective techniques of quoting, paraphrasing, and summarizing.

8. Clarity and Coherence of Writing
Weight: 5%

Information is confusing to the reader and fails to include reasons and evidence that logically support ideas.

Information is partially clear with minimal reasons and evidence that logically support ideas.

Information is mostly clear and generally supported with reasons and evidence that logically support ideas.

 

Information is provided in a clear, coherent, and consistent manner with reasons and evidence that logically support ideas.

Assignment 2: Employment Law and the Hiring Process

Due Week 6 and worth 190 points

After briefing the management team on employment law from Assignment 1, it is time to apply the knowledge to internal processes. There exist many fundamental legal concerns surrounding recruiting and the overall hiring processes within organizations. A current review of the company’s HR policies and procedures centered on employment law reveals some possible opportunities to improve the overall recruitment and hiring process. More pinpointed opportunities exist in background checks, employment tests, and hiring and promotions. If not properly administered, these areas may cause employment law issues within the company.

Write a six to eight (6-8) page paper in which you:

1. Briefly explain your overall understanding of conducting employee background checks. Why are they done? Why are they important? Be clear with your discussion.

2. Identify and discuss at least two (2) types of background checks you believe most organizations conduct and explain how you will ensure the types you select are properly administered in the company.

3. List and describe at least five (5) employee drug testing procedures you should ensure in order to comply with state drug testing laws. How would you ensure adherence to the procedures?

4. Briefly discuss your understanding of bona fide occupational qualification (BFOQ), affirmative action preferences, and promotions. Then, identify at least three (3) actions you would take to avoid employment law issues with these topics. Be specific.

5. Go to

https://research.strayer.edu at least three (3) quality academic resources in this assignment. Note: Wikipedia and other websites do not qualify as academic resources.
Your assignment must follow these formatting requirements:

· Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.

· Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.

The specific course learning outcomes associated with this assignment are:

· Evaluate discrimination as a fundamental legal concern surrounding recruiting activities.

· Determine employment laws that apply to the selection, development, and management of employees.

· Evaluate policies and processes that promote a diverse workforce.

· Use technology and information resources to research issues in employment law.
· Write clearly and concisely about employment law using proper writing mechanics.

Grading for this assignment will be based on answer quality, logic / organization of the paper, and language and writing skills, using the following rubric:

Points: 190

Assignment 2: Employment Law and The Hiring Process

Criteria

Unacceptable

Below 70% F

Fair

70-79% C

Proficient

80-89% B

Exemplary

90-100% A

1. Briefly explain your overall understanding of conducting employee background checks. Why are they done? Why are they important? Be clear with your discussion.
Weight: 10%

Did not submit or incompletely briefly explained your overall understanding of conducting employee background checks to include why they are done and why they are important.

Partially briefly explained your overall understanding of conducting employee background checks to include why they are done and why they are important.

Satisfactorily briefly explained your overall understanding of conducting employee background checks to include why they are done and why they are important.

Thoroughly briefly explained your overall understanding of conducting employee background checks to include why they are done and why they are important.

2. Identify and discuss at least two (2) types of background checks you believe most organizations conduct and explain how you will ensure the types you select are properly administered in the company.
Weight: 10%

Did not submit or incompletely identified and discussed at least two (2) types of background checks you believe most organizations conduct and explained how you will ensure the types you selected are properly administered in the company.

Partially identified and discussed at least two (2) types of background checks you believe most organizations conduct and explained how you will ensure the types you selected are properly administered in the company.

Satisfactorily identified and discussed at least two (2) types of background checks you believe most organizations conduct and explained how you will ensure the types you selected are properly administered in the company.

Thoroughly identified and discussed at least two (2) types of background checks you believe most organizations conduct and explained how you will ensure the types you selected are properly administered in the company.

3. List and describe at least five (5) employee drug testing procedures you should ensure in order to comply with state drug testing laws and how you would ensure adherence to the procedures.
Weight: 10%

Did not submit or incompletely listed and described at least five (5) employee drug testing procedures you should ensure in order to comply with state drug testing laws and how you would ensure adherence to the procedures.

Partially listed and described at least five (5) employee drug testing procedures you should ensure in order to comply with state drug testing laws and how you would ensure adherence to the procedures.

Satisfactorily listed and described at least five (5) employee drug testing procedures you should ensure in order to comply with state drug testing laws and how you would ensure adherence to the procedures.

Thoroughly listed and described at least five (5) employee drug testing procedures you should ensure in order to comply with state drug testing laws and how you would ensure adherence to the procedures.

4. Briefly discuss your understanding of bona fide occupational qualification (BFOQ), affirmative action preferences, and promotions. Then, identify at least three (3) actions you would take to avoid employment law issues with these topics. Be specific.
Weight: 5%

Did not submit or incompletely briefly discussed your understanding of bona fide occupational qualification (BFOQ), affirmative action preferences, and promotions and identified at least three (3) actions you would take to avoid employment law issues with these topics.

Partially briefly discussed your understanding of bona fide occupational qualification (BFOQ), affirmative action preferences, and promotions and identified at least three (3) actions you would take to avoid employment law issues with these topics.

Satisfactorily briefly discussed your understanding of bona fide occupational qualification (BFOQ), affirmative action preferences, and promotions and identified at least three (3) actions you would take to avoid employment law issues with these topics.

Thoroughly briefly discussed your understanding of bona fide occupational qualification (BFOQ), affirmative action preferences, and promotions and identified at least three (3) actions you would take to avoid employment law issues with these topics.

5. 3 references

Weight: 5%

No references provided.

Does not meet the required number of references; some or all references poor quality choices.

Meets number of required references; all references high quality choices. Exceeds number of required references; all references high quality choices.

6. Writing Mechanics, Grammar, and Formatting

Weight: 5%

Serious and persistent errors in grammar, spelling, punctuation, or formatting.

Partially free of errors in grammar, spelling, punctuation, or formatting.

Mostly free of errors in grammar, spelling, punctuation, or formatting.

Error free or almost error free grammar, spelling, punctuation, or formatting.

7. Appropriate use of APA in-text citations and reference

Weight: 5%

Lack of in-text citations and / or lack of reference section.

In-text citations and references are provided, but they are only partially formatted correctly in APA style.

Most in-text citations and references are provided, and they are generally formatted correctly in APA style.

In-text citations and references are error free or almost error free and consistently formatted correctly in APA style.

8. Information Literacy / Integration of Sources

Weight: 5%

Serious errors in the integration of sources, such as intentional or accidental plagiarism, or failure to use in-text citations.

Sources are partially integrated using effective techniques of quoting, paraphrasing, and summarizing.
 

Sources are mostly integrated using effective techniques of quoting, paraphrasing, and summarizing.

Sources are consistently integrated using effective techniques of quoting, paraphrasing, and summarizing.

9. Clarity and Coherence of Writing

Weight: 5%

Information is confusing to the reader and fails to include reasons and evidence that logically support ideas.

Information is partially clear with minimal reasons and evidence that logically support ideas.

Information is mostly clear and generally supported with reasons and evidence that logically support ideas.
 

Information is provided in a clear, coherent, and consistent manner with reasons and evidence that logically support ideas.

Assignment 3: Managing a Compliant and Diverse Workplace

Due Week 8 and worth 190 points

Recall from Assignment 1 the company had a few HR-related lawsuits that were not in the company’s favor. To be more specific, claims of harassment, not reasonably accommodating disabilities, and work-life balance concerns were all issues brought by employees forcing the company to answer to, and defend itself. As the new CHRO you want to enact stronger policies and guidelines to avoid these types of situations in the future.

Write a five to six (5-6) page paper in which you:

1. Briefly note how harassment in the workplace affects equal employment opportunity and describe at least 4 elements a plaintiff must show to go forward with a harassment claim. How might an organization avoid these elements from occurring?

HINT:

https://i-sight.com/resources/6-tips-to-avoid-harassment-and-discrimination-claims/

2. Explain your overall understanding on reasonable accommodation of disability (consider reviewing ADA rules). Then, discuss a minimum of 3 things a plaintiff filing a failure to accommodate claim must show that helps to prove they are qualified for the job in question.

3. Make a connection between religious advocacy/harassment and bona fide occupational qualification. Can churches promoting a certain religion refuse to hire those who have a different religion? If so or if not, why?

4. Discuss your overall understanding of FMLA and the pregnancy discrimination act as it relates to organizations granting leave for each. Then, identify 2-3 common FMLA mistakes managers make and what you would do to avoid the mistakes.

HINT:

http://www.kansastag.gov/AdvHTML_Upload/files/FMLA-5-Slip-Ups-White-Paper

5. Go to https://research.strayer.edu to locate at least three (3) quality academic resources in this assignment. Note: Wikipedia and other websites do not qualify as academic resources.

Your assignment must follow these formatting requirements:
· Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
· Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.
The specific course learning outcomes associated with this assignment are:

· Assess and avoid various discrimination and harassment violations to aid in maintaining a diverse workforce.

· Develop policies that are compliant with employment laws.

· Use technology and information resources to research issues in employment law.

· Write clearly and concisely about employment law using proper writing mechanic.

Grading for this assignment will be based on answer quality, logic / organization of the paper, and language and writing skills, using the following rubric.

Points: 190

Criteria

Unacceptable

Below 70% F

Fair

70-79% C

Proficient

80-89% B

Exemplary

90-100% A

Meets number of required references; all references high quality choices.

Exceeds number of required references; all references high quality choices.

Serious and persistent errors in grammar, spelling, punctuation, or formatting.

Partially free of errors in grammar, spelling, punctuation, or formatting.

Mostly free of errors in grammar, spelling, punctuation, or formatting.

Error free or almost error free grammar, spelling, punctuation, or formatting.

In-text citations and references are provided, but they are only partially formatted correctly in APA style.

Most in-text citations and references are provided, and they are generally formatted correctly in APA style.

In-text citations and references are error free or almost error free and consistently formatted correctly in APA style.

Serious errors in the integration of sources, such as intentional or accidental plagiarism, or failure to use in-text citations.

Sources are partially integrated using effective techniques of quoting, paraphrasing, and summarizing.
 

Sources are mostly integrated using effective techniques of quoting, paraphrasing, and summarizing.

Sources are consistently integrated using effective techniques of quoting, paraphrasing, and summarizing.

Information is confusing to the reader and fails to include reasons and evidence that logically support ideas.

Information is partially clear with minimal reasons and evidence that logically support ideas.

Information is mostly clear and generally supported with reasons and evidence that logically support ideas.
 

Information is provided in a clear, coherent, and consistent manner with reasons and evidence that logically support ideas.

Assignment 3: Managing a Compliant and Diverse Workplace
1. Briefly note how harassment in the workplace affects equal employment opportunity and describe at least 4 elements a plaintiff must show to go forward with a harassment claim. How might an organization avoid these elements from occurring? Weight: 10%	Did not submit or incompletely briefly noted how harassment in the workplace affects equal employment opportunity and described at least 4 elements a plaintiff must show to go forward with a harassment claim and how might an organization avoid these elements from occurring.	Partially briefly noted how harassment in the workplace affects equal employment opportunity and described at least 4 elements a plaintiff must show to go forward with a harassment claim and how might an organization avoid these elements from occurring.	Satisfactorily briefly noted how harassment in the workplace affects equal employment opportunity and described at least 4 elements a plaintiff must show to go forward with a harassment claim and how might an organization avoid these elements from occurring.	Thoroughly briefly noted how harassment in the workplace affects equal employment opportunity and described at least 4 elements a plaintiff must show to go forward with a harassment claim and how might an organization avoid these elements from occurring.
2. Explain your overall understanding on reasonable accommodation of disability (consider reviewing ADA rules). Then, discuss a minimum of 3 things a plaintiff filing a failure to accommodate claim must show that helps to prove they are qualified for the job in question. Weight: 10%	Did not submit or incompletely explained your overall understanding on reasonable accommodation of disability (consider reviewing ADA rules) and discussed a minimum of 3 things a plaintiff filing a failure to accommodate claim must show that helps to prove they are qualified for the job in question.	Partially explained your overall understanding on reasonable accommodation of disability (consider reviewing ADA rules) and discussed a minimum of 3 things a plaintiff filing a failure to accommodate claim must show that helps to prove they are qualified for the job in question.	Satisfactorily explained your overall understanding on reasonable accommodation of disability (consider reviewing ADA rules) and discussed a minimum of 3 things a plaintiff filing a failure to accommodate claim must show that helps to prove they are qualified for the job in question.	Thoroughly explained your overall understanding on reasonable accommodation of disability (consider reviewing ADA rules) and discussed a minimum of 3 things a plaintiff filing a failure to accommodate claim must show that helps to prove they are qualified for the job in question.
3. Make a connection between religious advocacy/harassment and bona fide occupational qualification. Can churches promoting a certain religion refuse to hire those who have a different religion? If so or if not, why? Weight: 15%	Did not submit or incompletely made a connection between religious advocacy/harassment and bona fide occupational qualification and did not answer if churches promoting a certain religion can refuse to hire those who have a different religion. If so or if not, why?	Partially made a connection between religious advocacy/harassment and bona fide occupational qualification and partially answered if churches promoting a certain religion can refuse to hire those who have a different religion. If so or if not, why?	Satisfactorily made a connection between religious advocacy/harassment and bona fide occupational qualification and satisfactorily answered if churches promoting a certain religion can refuse to hire those who have a different religion. If so or if not, why?	Thoroughly made a connection between religious advocacy/harassment and bona fide occupational qualification and thoroughly answered if churches promoting a certain religion can refuse to hire those who have a different religion. If so or if not, why?
4. Discuss your overall understanding of FMLA and the pregnancy discrimination act as it relates to organizations granting leave for each. Then, identify 2-3 common FMLA mistakes managers make and what you would do to avoid the mistakes. Weight: 10%	Did not submit or incompletely discussed your overall understanding of FMLA and the pregnancy discrimination act as it relates to organizations granting leave for each and identifying 2-3 common FMLA mistakes managers make and what you would do to avoid the mistakes.	Partially discussed your overall understanding of FMLA and the pregnancy discrimination act as it relates to organizations granting leave for each and identifying 2-3 common FMLA mistakes managers make and what you would do to avoid the mistakes.	Satisfactorily discussed your overall understanding of FMLA and the pregnancy discrimination act as it relates to organizations granting leave for each and identifying 2-3 common FMLA mistakes managers make and what you would do to avoid the mistakes.	Thoroughly discussed your overall understanding of FMLA and the pregnancy discrimination act as it relates to organizations granting leave for each and identifying 2-3 common FMLA mistakes managers make and what you would do to avoid the mistakes.
5. 3 references Weight: 5%	No references provided	Does not meet the required number of references; some references poor quality choices.
	6. Writing Mechanics, Grammar, and Formatting Weight: 5%
7. Appropriate use of APA in-text citations and references Weight: 5%	Lack of in-text citations and / or lack of references section.
	8. Information Literacy / Integration of Sources Weight: 5%
	9. Clarity and Coherence of Writing Weight: 5%

Assignment 4: Avoiding Wrongful Employee Terminations

Due Week 10 and worth 200 points

To be wrongfully terminated is to be fired for an illegal reason, which may involve violation of federal anti-discrimination laws or a contractual breach. The legal standards governing termination differ substantially depending on whether private-sector and nonunion employees or public-sector and unionized employees are being considered. As the company HR leader, you are accountable to the organization to ensure that all employee terminations are initiated and completed while maintaining strict adherence to current employment laws and EEOC guidelines.

Write a five to six (5-6) page paper in which you:

1. Address your understanding of the term constructive discharge (What is it?). Then, identify factors courts might focus on to determine if a claim of constructive discharge exists. How might the organization avoid claims of constructive discharge?

HINT:

https://employment.findlaw.com/losing-a-job/constructive-dismissal-and-wrongful-termination.html

2. Discuss the differences between “pure employment at-will” and “employment at-will with exceptions.” Do you believe employment at-will is fair? If not, what is an alternative?

3.

Briefly describe what is the Montana Wrongful Discharge from Employment Act (WDEA). What do you see as benefits of this act to employees? Employers?

4. Identify and discuss a minimum of three (3) actions organizations may want to consider as they seek to handle employee terminations legally.

5. Go to https://research.strayer.edu to locate at least three (3) quality academic resources in this assignment. Note: Wikipedia and other websites do not qualify as academic resources.
Your assignment must follow these formatting requirements:
· Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
· Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.
The specific course learning outcomes associated with this assignment are:
· Develop policies that are compliant with employment laws.

· Examine methods to assist in avoiding wrongful terminations.

· Use technology and information resources to research issues in employment law.
· Write clearly and concisely about employment law using proper writing mechanics.

Grading for this assignment will be based on answer quality, logic / organization of the paper, and language and writing skills, using the following rubric.

Points: 200

Assignment 4: Avoiding Wrongful Employee Terminations

Criteria

Unacceptable

Below 70% F

Fair

70-79% C

Proficient

80-89% B

Exemplary

90-100% A

No references provided.

Does not meet the required number of references; some or all references poor quality choices.

Meets number of required references; all references high quality choices.

Exceeds number of required references; all references high quality choices.

6. Writing Mechanics, Grammar, and Formatting
Weight: 5%

Serious and persistent errors in grammar, spelling, punctuation, or formatting.

Partially free of errors in grammar, spelling, punctuation, or formatting.

Mostly free of errors in grammar, spelling, punctuation, or formatting.

Error free or almost error free grammar, spelling, punctuation, or formatting.

Lack of in-text citations and / or lack of reference section.

In-text citations and references are provided, but they are only partially formatted correctly in APA style.

Most in-text citations and references are provided, and they are generally formatted correctly in APA style.

In-text citations and references are error free or almost error free and consistently formatted correctly in APA style.

8. Information Literacy / Integration of Sources
Weight: 5%

Serious errors in the integration of sources, such as intentional or accidental plagiarism, or failure to use in-text citations.

Sources are partially integrated using effective techniques of quoting, paraphrasing, and summarizing.
 

Sources are mostly integrated using effective techniques of quoting, paraphrasing, and summarizing.

Sources are consistently integrated using effective techniques of quoting, paraphrasing, and summarizing.

9. Clarity and Coherence of Writing
Weight: 5%

Information is confusing to the reader and fails to include reasons and evidence that logically support ideas.

Information is partially clear with minimal reasons and evidence that logically support ideas.

Information is mostly clear and generally supported with reasons and evidence that logically support ideas.
 

Information is provided in a clear, coherent, and consistent manner with reasons and evidence that logically support ideas.

1. Address your understanding of the term constructive discharge (What is it?). Then, identify factors courts might focus on to determine if a claim of constructive discharge exists. How might the organization avoid claims of constructive discharge? Weight: 15%	Did not submit or incompletely addressed your understanding of the term constructive discharge (What is it?), and identified factors courts might focus on to determine if a claim of constructive discharge exists to include stating how might the organization avoid claims of constructive discharge.	Partially addressed your understanding of the term constructive discharge (What is it?), and identified factors courts might focus on to determine if a claim of constructive discharge exists to include stating how might the organization avoid claims of constructive discharge.	Satisfactorily addressed your understanding of the term constructive discharge (What is it?), and identified factors courts might focus on to determine if a claim of constructive discharge exists to include stating how might the organization avoid claims of constructive discharge.	Thoroughly addressed your understanding of the term constructive discharge (What is it?), and identified factors courts might focus on to determine if a claim of constructive discharge exists to include stating how might the organization avoid claims of constructive discharge.
2. Discuss the differences between “pure employment at-will” and “employment at-will with exceptions.” Do you believe employment at-will is fair? If not, what is an alternative? Weight: 20%	Did not submit or incompletely discussed the differences between “pure employment at-will” and “employment at-will with exceptions” and offered your belief on whether employment at-will is fair. If not, did not submit or incompletely discussed an alternative.	Partially discussed the differences between “pure employment at-will” and “employment at-will with exceptions” and offered your belief on whether employment at-will is fair? If not, partially discussed an alternative.	Satisfactorily discussed the differences between “pure employment at-will” and “employment at-will with exceptions” and offered your belief on whether employment at-will is fair? If not, satisfactorily discussed an alternative.	Thoroughly discussed the differences between “pure employment at-will” and “employment at-will with exceptions” and offered your belief on whether employment at-will is fair? If not, thoroughly discussed an alternative.
3. Briefly describe what is the Montana Wrongful Discharge from Employment Act (WDEA). What do you see as benefits of this act to employees? Employers? Weight: 20%	Did not submit or incompletely briefly described what is the Montana Wrongful Discharge from Employment Act (WDEA) and what you see as benefits of this act to employees and employers.	Partially described what is the Montana Wrongful Discharge from Employment Act (WDEA) and what you see as benefits of this act to employees and employers.	Satisfactorily described what is the Montana Wrongful Discharge from Employment Act (WDEA) and what you see as benefits of this act to employees and employers.	Thoroughly described what is the Montana Wrongful Discharge from Employment Act (WDEA) and what you see as benefits of this act to employees and employers.
4. Identify and discuss a minimum of three (3) actions organizations may want to consider as they seek to handle employee terminations legally. Weight: 20%	Did not submit or incompletely identified and discussed a minimum of three (3) actions organizations may want to consider as they seek to handle employee terminations legally.	Partially identified and discussed a minimum of three (3) actions organizations may want to consider as they seek to handle employee terminations legally.	Satisfactorily identified and discussed a minimum of three (3) actions organizations may want to consider as they seek to handle employee terminations legally.	Thoroughly identified and discussed a minimum of three (3) actions organizations may want to consider as they seek to handle employee terminations legally.
5. 3 references Weight: 5%
7. Appropriate use of APA in-text citations and reference Weight: 5%

HRM 510 – Business Employment Law

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HRM 510 STUDENT GUIDE 1192 (12-03-2018) Page 21 of 21