New Class HRM 531/ Week 2 Assignment

Questions/Business/ManagementNew Class HRM 531/ Week 2 Assignment
Complete the Employment Law Compliance Plan task in the form of a memo, as described in the message from Traci on the Atwood and Allen Consulting Page.
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Week 2 assignment information.docx

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kishoreA+ 1227 TUTOR Posted 2302. Sold 3727. Asked 2. Solution preview:

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HRM 531 week 2 assignment.docx
Greetings,
An organization with a ‘pliance program’ can detect and prevent l**** ****** ******* ** employment *** employment *** ******* **** ******** guidelines *** ***** ******** ******** ** ******** ****** **** ****** ** employment *** ***** environment ** ******** especially employment **** *** **** important *** ******** ***** resources ** *** *** ****** ** *** **** *** employment **** *** **** **** ***** ** ***** *** ‘Limousine Service’ ** operating ** ******* ***** *** employment **** ***** *** enforceable ** ******* ***** *** ****** ****** ****** ** ******** ** ‘Limousine Service’ ** ****** *** ******* **** ** **** ***** employment relationship ** “at-will,” ** terminable ** *** **** ** ****** ***** **** ***** **** ****** *** ******** ** *** ******** *** terminate *** employment relationship *** *** ****** *** ** *** ****
** ****** ****** ***** ***** *** ******* **** ******** *** employers ** *** ******* industries **** *** ***** businesses *** ******** **** **** **** ** *** **** **** *** employees *** ** ******** ** ***** ******** *** employment **** ******* **** ** considering *** ***** environment ** ‘Limousine Service’ ** developed ** considering *** following employment ****
* ***** ******* **** ***
* ***** Employment Opportunity Commission ******
* ***** ***** ***** ***
* ***** ****** ***
***** ******* **** ***
*** ***** ******* **** *** ******** information ** employees *** employers ***** ***** respective ****** *** ****** ** ** essential ** ******* ******* **** ** non-exempt employees *** ******* **** **** ****** **** **** *** **** ** * *** *** **** Employers **** ******* employees ** * ******* ******** statement information **** ******* employees ** determine **** * ****** ******** ******* **** **** **** **** correctly *** * ***** *** ****** ** ******** *** *** ***** **** *** **** ***** *** **** *** **** * ******* ** ******* *** ****** ***** **** ** additional ***** ****** ** liquidated ******* *** ******** *** ** ******** reasonable attorney’s **** *** ***** ***** *** ******* ******* **** *** **** ***** Standards *** **** students, ******** ****** ******** ******* ****** *** non-agriculture employers *** ******** **** *** ***** ******* **** ***
Nonpliance ** ******* **** ***
*** employees *** *** *** ******** ** *** ***** ** *** *** *** ****** *** ***** **** punishment *** *** ******** *** ***** ******** *** ******** ** *** ***** ******* **** *** *** *** violation ** employers *** ***** Workforce Commission ***** ******** **** employers *** ** *** *** ******* ***** *** ****** ** ******* ** ******** ** **** *******
***** Employment Opportunity Commission ******
According ** ****** ****** ***** Employment Opportunity Commission ******* ** ******** *** *** ***** ******* ** otherwise ‘retaliate’ ******* ** individual *** ****** * ****** ** discrimination, participating ** discrimination proceeding, ** otherwise ******** discrimination ***** employment opportunity ***** ** ***** treatment ** individuals ** *** ******* ** employment *** ******* promotion, ******** *** ** * **** *** nonbiased ****** ******* *** **** ***** *** ******** ** **** *** ***** *** ** *** ***** ****** *** ** ***** *** ***** *** *** ** ***** *** *** Discrimination ** Employment *** ** ***** ***** * ** *** Americans **** Disabilities *** ** **** ***** *** *** Pregnancy Discrimination *** *** **** ***** **** ** employees **** ******* discrimination ***** **** **** **** religion, **** ***** ****** ******** ****** *** harassment ***
Nonpliance ** ****
** ***** ** **** ****** *** *** **** ** **** ** nonpliance ** **** Organizations ***** **** discriminated employees ***** *** *** ** **** *** **** ******** ** ******* ** *** plaintiff * *** ******* *** ****** ******* *** **** **** ** ******** *** discriminating employees ***** ** ***** ** Springfield, Pennsylvania **** ****** ****** ** *** ****** ***** **** **** **** penalties *** violating *** **** ***** *** ******** ** ****
***** ****** ***
*** ***** ****** *** ******* ** *** ******* employers ** ***** **** *** ******** employers ** *** ***** employees ****** *** ** * regularly scheduled ****** *** ***** ****** *** ******* ***** ** “pensation **** ** ** ******** *** *** ***** ** ******** ******** ** ** ******** *** *** ******** **** ******* **** **** ***** **** ******** ***** **** ** severance *** **** ** ** ******** ***** * ******* agreement **** *** ******** ** ***** * ******* ****** ** *** ********
***** *** ******* **** **** employers * ***** **** ** discretion ** determining **** ****** ** *** **** **** ** *** **** * ****** *** **** **** ******** employers **** **** **** ** ******** ****** ** ***** ****** *** ***** ****** *** ******** **** employers **** ******* indicating *** ******* ** * prominent ***** ** *** workplace *** ***** ****** *** ******** **** employers *** *** ****** employees ** regularly scheduled ******* ** ***** **** * ***** Non-exempt employees **** ** **** ** ***** ***** * ***** *** **** *** ****** **** ******* ** ****** ** ******** ** ***** ****** ** ****
Nonpliance ** ***** ******
*** violation ** ***** ****** ***** ******* punishments ***** *** implemented ** **** ***** Standards *** ****** *** ******* **** ***** Standards *** ****** ******** ******* ** *** ******* ******* **** *** **** ******** ******** *** ** ** ***** ** employee’s ******** ****** ***** *** **** ** “non-exempt” employees ** ****** ** ** ***** *** ****
** employees establish **** **** **** *** **** ** ******** ** *** ***** **** *** ******* ****** ***** ***** **** *** ***** ** *** employer’s violation ** “willful,” *** ******** ****** ** * ***** *** *** ******** ** ******* ** “liquidated ******** *** ***** ****** ******** **** employees ****** ** ***** ***** *** ** ******* ** *** **** ** ** ********
***** ***** ***** ***
***** ***** **** ***** *** ******** **** **** ** ***** ** *** **** ** individual ******* *** *** **** *** considered ** ***** ***** ***** ***** **** *** ***** ***** ***** *** ******* **** * ***** ** *** ******** ** ** occupation ** ****** **** ** ******* ** *** ******* ******* ****** ** well-being ** ** ******* ** ****** * ***** ***** *** ** ****** ***** ******** circumstances described ** **** ****
******* *** ******** *** ******* * ***** ** ******** ****** **** ***** ** ******* information ***** *** employment ** ******** ** ***** ** **** ****** ** ******* * ***** ** ** *** **** ******** ****** *** **** *** ***** Knowingly ** intentionally hindering ** investigation ** ******* *** businesses *** ******* ** ***** *** *** **** ***** businesses ******* ** *** **** ***** Standards *** ****** *** ******* ** *** ******* ***
Nonpliance ** ***** ***** ***** ***
Violation ** ***** ***** *** ** * ***** * misdemeanor **** *** exception **** employing * ***** ** **** ** ******* ** * ***** * misdemeanor ** * ****** ******* * ***** *** **** *** **** *** ******* *** requirement *** * **** ** employment, *** *** ** ** **** ***** ******* ** ** apparently ***** certificate ** age or then **** *** ** * ******* ******* prosecution ** ** ******** ******** ***** ***** **** ** ******** ** ******** penalties TWC may ****** ** administrative ******* ******* *** ******** ** ** ******* *** violation
Conclusion
*** ***** **** ** ****** ***** *** ******* ****** ** considered ** *** employers *** ***** *** ***** **** *** developed ***** ** *** ******* **** *** ***** government *** opportunity ** ******* additional ******** ** employees *** *** ** *** **** ** ******* **** *** **** ** *** ******* *** ***** ***** **** ******** **** ***** **** **** ******* *** employers ** organizations **** ** *** penalties ** **** ******* *** nonpliance ** employment **** *** **** employment **** ***** ******* **** **** ***** ***** ***** **** **** *** ***** ****** *** ****** ** considered ** Limousine ******* ***** performing ******** operations ** ******* *****
References
******* * ****** ******** ***** Resources ** *** ** ******* **** *******
**** **** **** * ******** Retrieved ******* ** ***** **** ***** Employment Opportunity Commission eeocgovlawsindexcfm
*** ****** Retrieved ******* ** ***** ****
****** ** ******* ** * Bohlander, * ****** ******** ***** Resources *** *** ****** **** ******* ********
***** ***** ***** *** ****** ******** *** Retrieved ******* ** ***** **** ***** Workforce Commission
***** ******* **** *** ****** ******** *** Retrieved ******* ** ***** **** ***** Workforce Commission Price: $20.00

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