Employer-Employee Relations Quiz Name MGT 434/ Employment Law Date Instructor Employer-Employee Relations Quiz The Company of Little Lamb hired Mary as a programmer for a special project. There was a contract for that specific project‚ and near completion. However‚ the company was still in need of her services. So‚ they asked Mary to continue working with the company until the project was finished. There was no mention of any contract made; however‚ the supervisor of the company began
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Employee Assistance Program Plan Proposal - Healthier Habits 1. Cause and extent of the targeted health issue Overweight and Obesity is an issue of serious concern for Australia’s economy and workforce. In 2008‚ the Department of Human Services reported that rates of overweight and/or obesity were predicted to reach 83% of males and 75% of females aged 20 and over by 2025. Here in Queensland‚ a shocking 65% of adults are already overweight or obese. It is an issue that results in an increasingly
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New Employee Orientation In recent years employee orientation programs have taken on a position of importance in most successful organizations. All of the information in this process will facilitate the orientation of new employees. Most employers provide orientation programs for new hires and training programs for both current and new employees. These programs have different purposes. Orientation programs typically deal with the assimilation of employees into new working environments while training
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Employer-Employee Relations Quiz Mary initially started with the Little Lamb Company as a programmer with an employment contract. When her initial project neared completion‚ a new need for her services arises and the company asks Mary to continue with the new project and use the company’s work schedule‚ material and equipment. After two years‚ the company terminates Mary’s employment for budget reasons and when the need for a programmer arises again‚ the supervisor chooses to hire his equally
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The Strategic Importance of Effective Employee Relations Today there is a new importance to build a competitive advantage through an organization’s human resources by focusing on achieving the strategic benefits of “employee engagement”. Keeping employees motivated and engaged in goals of the organization. The most important part of employee engagement is ensuring they are treated fairly‚ ethically and legally. Research has shown employees are sensitive to the treatment they receive from employers
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Relations Board (NLRB)‚ which serves as the prevailing body for union movement in the United States. Initially‚ the Wagner Act led to major union domination over companies. To achieve a better balance between unions and management‚ in 1947‚ Congress passed the Labor-Management Relations Act (also called the Taft-Hartley Act). Industrial scenario was extensively changed after 1930s. New federal laws allowed employees to negotiate their work structure‚ such as‚ wages‚ job hours and overtime pay. Workers
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Running Head: HUMAN RESOURCES PLANNING AND EMPLOYEE RELATIONS Human Resources Planning and Employee Relations HUMAN RESOURCES PLANNING AND EMPLOYEE RELATIONS 1 Abstract The golden rule of “treat others as you would like to be treated” has an important role in managing how organizations deal with employee relations. Most employees just want to be treated fair‚ honestly and in straightforward manner. When employees are
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Abstract Employee motivation is a topic widely researched noting numerous motivational theories and concepts. Similarly there has been much discussion on the many factors that influence an employee’s level of motivation. Those factors include monetary rewards‚ employee involvement‚ training & development‚ employee recognition programs‚ etc. This paper will discuss review motivational theories developed based on the concept of “needs” and other motivational philosophies‚ as well as discuss the correlation
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Date: May 25‚ 2013 To: Bertrand Green‚ CEO From: Name‚ Director of Public Relations Subject: Approval needed to develop a New Employee Incentive Since the slight drop in sales and the lack of interest my local contacts have had in Easy to Be Green (EBG) initiatives recently‚ I have been brainstorming of new ways to promote company spirit with employees and boost EBG’s public image. While I was brainstorming‚ I was looking thru my office window at EBG’s parking lot and noticed that the majority
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Production Course Name : Major Project (Practicum) Submitted to : Sandra O’Meally / Lloyd Waller Submitted by (Group) : Group 8 – Industrial & Employee Relations Student I.D.# s : (see Appendix 6) Tel.#s (work) : (see Appendix 6) Tel.#s (home) : (see Appendix 6) Title of Assignment : Industrial & Employee Relations in Telegens Inc. Date of Submission : March 12‚ 2006 CERTIFICATION OF AUTHORSHIP: We certify that we are the authors of this paper and that any assistance
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