Assignment 3 HRM 510
Assignment 3: Pay,
Benefits, and Terms and
Conditions of Employment
Tammie Johnson
Dr. Bobby Barrett
HRM 510 Business Employment Law
March 5, 2015
Wage and Hour standard
The
median expected hourly pay for a typical
Human Resources Generalist is $24 an hour.
The
hourly wage depends on a few factors like industry, company size, location, years of experience, and level of education.
Because
HR generalist/specialist are paid for the job they do, not the hours they keep, they are exempt under the Fair Labor Standards Act
(FLSA).
Wage and Hour standard
Because
HR generalist/specialist are paid for the job they do, not the hours they keep, they are exempt under the Fair Labor Standards Act
(FLSA).
They
must also meet two requirements:
earn
hold
a salary
a position with duties the U.S. Labor
Department designates as appropriate for exempt positions
Wage and Hour Standard
Required benefits using ERISA
Medical
Vacation
benefits
Retirement
plans
Managing fiduciary duties
Plan
administrators are required to do most of the work in complying with the ERISA.
Options
third
for plan administrator are;
party
insurance
an
company
agent
self-administration
Fiduciary Risk Assessment
There are five strategic fiduciary assessment areas:
Fiduciary structure
Fiduciary process
Plan administration
Fiduciary safeguards
Participant communication
Rights regarding unionization
The National Labor Relations Act of 1935 is designed to protect the rights of nonunion and union workers.
Section 7 of the act broadly addresses the rights of employees to engage, or refuse to engage, in concerted activity.
The act also protects the rights of employees to refrain from concerted activity.
Section 7 gives employees the right to have their interests represented by labor union representatives.
Interfering with self-organization and collective bargaining practices
Employers are allowed to make
Benefits, and Terms and
Conditions of Employment
Tammie Johnson
Dr. Bobby Barrett
HRM 510 Business Employment Law
March 5, 2015
Wage and Hour standard
The
median expected hourly pay for a typical
Human Resources Generalist is $24 an hour.
The
hourly wage depends on a few factors like industry, company size, location, years of experience, and level of education.
Because
HR generalist/specialist are paid for the job they do, not the hours they keep, they are exempt under the Fair Labor Standards Act
(FLSA).
Wage and Hour standard
Because
HR generalist/specialist are paid for the job they do, not the hours they keep, they are exempt under the Fair Labor Standards Act
(FLSA).
They
must also meet two requirements:
earn
hold
a salary
a position with duties the U.S. Labor
Department designates as appropriate for exempt positions
Wage and Hour Standard
Required benefits using ERISA
Medical
Vacation
benefits
Retirement
plans
Managing fiduciary duties
Plan
administrators are required to do most of the work in complying with the ERISA.
Options
third
for plan administrator are;
party
insurance
an
company
agent
self-administration
Fiduciary Risk Assessment
There are five strategic fiduciary assessment areas:
Fiduciary structure
Fiduciary process
Plan administration
Fiduciary safeguards
Participant communication
Rights regarding unionization
The National Labor Relations Act of 1935 is designed to protect the rights of nonunion and union workers.
Section 7 of the act broadly addresses the rights of employees to engage, or refuse to engage, in concerted activity.
The act also protects the rights of employees to refrain from concerted activity.
Section 7 gives employees the right to have their interests represented by labor union representatives.
Interfering with self-organization and collective bargaining practices
Employers are allowed to make
References: Scharfenberg, D. (2009). Six ways to create a motivating environment. Service Strategies. Retrieved from servicestrategies.com/blog/six-ways-to-create-a-motivatingenvironment. United States Department of Labor. (2015). OSHA News Release. Retrieved from http://www.dol.gov/opa/medical/press/osha/OSHA 20150133.htm. Wash, D. J. (2013). Employment law for human resource practice (4th ed). Mason, OH: South-Western Cengage Learning.