HRMN 408 Questions for Final Exam Labor Law, management homework help

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HRMN 408: Here is a list of potential essay questions from
which I will select those to be used on the final in-class exercise (exam) to
be administered on Thursday, 28 July 2016. No notes or open resources may be
used during this exercise.

1)  During
interviews, inquiries can only be made to gather information about the
candidate’s eligibility using job-related questions to gather information about
bona fide occupational qualifications. Briefly describe your current (or past)
job and create three legal interview questions that should be asked during an
interview for your current (or past) job. Why is the question essential when
considering a candidate for your position? There are several types of inquiries
that are prohibited by both state and Federal laws. Discuss three subjects that
are prohibited by law and how interviewers could make valid inquiries about
prohibited subjects. (Offer an example with each.)

2)  Distinguish
between national origin and/or citizenship with ethnicity and/or race. Offer
two examples (hypothetical or real) of discrimination and the specific evidence
that could be used; one where an employee could file (and win) a case for
national origin and/or citizenship and one for ethnicity and/or race. 

3)  How are the
Equal Pay Act (EPA) and Title VII of the Civil Rights Act different and how
these differences might affect an employee who is seeking relief against wage
discrimination based on gender?  How does
providing evidence when filing a claim based on ‘comparable worth’ differ from
gender discrimination under the Equal Pay Act?

4)  Considering
your current (or past) job and position, discuss the process when performing
‘reasonable’ background checks that would preclude the organization from
incurring any liability. Discuss 4 background criteria that should be
investigated and three background areas that could incur a liability for the
organization.  Why would an organization
want to know about an aspect of a candidate’s background that it is precluded from
investigating? 

5)  The law
relating to affinity (sexual) orientation and gender identity is evolving and
somewhat complex due in part to its exclusion from Title VII protection. What
steps should a manager take to ensure that his company avoids potential claims
for discrimination based on affinity orientation in light of the laws that do
protect homosexuals from discrimination? Describe the avenues of legal
protection available to gay and lesbian individuals against employment
discrimination on the basis of their affinity orientation.

6)  Title VII
requires employers to reasonably accommodate an employee’s religion and
religious practices to the extent that accommodation doesn’t cause undue
hardship. Discuss any three factors that will be considered by the Courts and
EEOC in determining whether the employer’s effort to accommodate the employee’s
religion is successful. List and discuss any two factors considered by the EEOC
in determining whether the employer would suffer an “undue hardship.”
Your discussion should include examples.

7)  The Family and
Medical Leave Act (FLA) is mandatory time-off in all states. Discuss three
criteria used to determine eligibility and three ‘types of coverage’ that could
require YOU to take FMLA leave. What three specific facts about FMLA did you
learn in this class?

8)  Regarding
employee privacy, contrast the legal perspective, the employer perspective, and
the employee perspective and how the three c/should be reconciled for a
solution that satisfies all sides. What are the moral and ethical aspects of
the employee privacy that could change any of the perspectives? 

9)  Should
workplace violence occur, the organization could incur a liability under
Occupational Safety and Health Administration (OSHA) directives. Discuss the 4
types of workplace violence
(http://safety.blr.com/workplace-safety-news/emergency-planning-and-response/violence-in-workplace/4-Types-of-Workplace-Violence-Whats-Your-Greatest-/  ) and what the National Institute for
Occupational Safety and Health (NIOSH) states can cause the organization to
incur a liability and the recommendations to reduce workplace violence.

10)  Labor Law is a
subset of employment law dealing with labor relations having unions and a
collective bargaining agreement. Discuss the three major legislative acts that
have shaped modern labor relations (Week 1 learning resources). How did the
three acts attempt to balance ‘power’ between management and the union
members?  Would YOU opt for union
representation for your position at your current (or past) organization? Why or
why not? Include the specific benefits (or lack thereof) of union
representation to justify your answer.

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