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Employment Laws, 2006.
An examination of the rights of both employers and employees, according to federal guidelines and laws.
1,424 words (approx. 5.7 pages), 5 sources, MLA, $ 47.95
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Abstract
This paper details the crucial role of the Department of Labor in overseeing the rights of the nearly 125 million employees in America. The Department of Labor currently manages in excess of 180 federal laws. It also explores various laws and regulations, which were implemented by the U.S. government to protect both employers and employees such as the Fair Labor Standards Act (FLSA), which imposes standards for wages and overtime pay. This paper also delves into the laws that protect employees against various forms of discrimination including those related to age or physical handicap.
Outline:
Fair Labor Standards Act (FLSA)
Wages and Hours
Workplace Safety and Health
Workers Compensation
Civil Rights Act, 1991
Age Discrimination in Employment Act (ADEA)
Employment Verification System
Equal Employment Opportunity Commission (EEOC)
Instance of Employment Protection Provided in the State System but Not by the Federal System
From the Paper
"The Department of Labor is empowered to recover back wages, either through administrative action or by way of Court action, in case of employees who have been paid less in infringement of the law. Infringement might attract either civil or criminal action. Penalty up to $11,000 per instance of infringement might be assessed against employers who infringe upon the child labor provisions of the law and up to $1,000 per infringement against employers who intentionally or frequently infringe upon the minimum wage or overtime provisions of pay. This law bans discriminating against or discharging workers who report a complaint or take part in any proceedings under the provisions of the Act."
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Discrimination, 2006.
This paper examines the issue of discrimination in the workplace.
1,018 words (approx. 4.1 pages), 4 sources, MLA, $ 36.95
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Abstract
The writer of this paper discusses the discrimination case of the Waffle House vs. Scotty Baker. Baker was fired from his job at the Waffle House due to a physical handicap which resulted from a car accident. This paper examines the role of the Equal Employment Opportunities Commission (EEOC) in this particular case. The EEOC claimed that the Waffle House had violated the Americans with Disabilities Act when they fired Baker due to his handicap. This paper delves into the legal aspects surrounding discrimination in the workplace as well as the EEOC's active involvement in cases of discrimination. This paper also notes various laws and statutes relating to this particular topic.
From the Paper
"Individuals who do not have an accommodation at the place of filing may even inform the EEOC office so that the needed facilities can be provided. This accommodation is in terms of language interpreter, print materials, etc. The arrangement is for non-federal employees and the employees of the federal government should see the Federal Sector Equal Employment Opportunity Complaint Processing. The information required for filing a complaint is the name, telephone number, and address of the individual who is complaining. The same information for the employer, employment agency or union that has done the discrimination is also required along with the number of members, if known. A short description of the supposed violation has to be provided along with the dates of the supposed violation."
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Group Dynamics, 2006.
Discusses an hypothesis relating to conflict resolution.
1,664 words (approx. 6.7 pages), 6 sources, APA, $ 54.95
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Abstract
This paper examines the hypothesis that a thorough and systematic approach to conflict resolution, coupled with a through understanding of team building, will reduce conflict in the organizational team setting.
This work presents some ways that developing groups can be used to reduce or even eliminate conflict scenarios. In addition, the report also presents methodologies for managing conflict.
From the Paper
"Throughout the third stage of team building to reduce conflict, teams begin to come together to form the early stages of team or group dynamics. This bonding goes a long way to helping teamwork because attitudes and preconceived ideas are released and the team begins to think as one unit as opposed to many individuals. Some cliques that may have formed in the initial stages begin to dissolve and the team members come to rely on each other as well as beginning to open up to each other. At this point, the notion of exchanging problem data works well because the group learns to find solution for almost any new problem and the team also raises the level of creativity as each person appreciates being in a group."
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Industrial Relations, 2006.
An overview of the history of Australian industrial relations.
1,359 words (approx. 5.4 pages), 7 sources, MLA, $ 45.95
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Abstract
An examination in chronological order of the major events in Australia industrial relations and both Federal and State from 1980 to the present. Each event will be described and the objective stated. It also analyzes the impact of each on the construction industry.
Outline
Statement of Thesis
Introduction
Industrial Relations 1980s to Present Both Federal and State
Collective and Enterprise Agreement Advantageous Aspects
Research the Security of Payments Act N\SW, 1999
From the Paper
"In the making of an effort of promotion on increased security an effort of seeking the promotion of increased security in relation to payments to the construction industry contractors, subcontractors, consultant and suppliers. This is only a small part of the role of Government in support and promotion of behavior that is ethical within the industry with the key change. (Rights and Responsibilities 2005) Standard reflective clauses are stated as, "These clauses are being used in contracts for government-related work, whereby payment periods and other clauses in the contract with the client are reflected in all sub-contracts for work on the project." NSW Department of Industrial Relations (2005)"
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Discrimination in the Workplace, 2006.
This in-depth paper analyzes the issue of discrimination in the workplace, while supplying a comprehensive evaluation to key issues relevant to this topic.
3,067 words (approx. 12.3 pages), 7 sources, MLA, $ 89.95
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Abstract
The writer of this well-researched paper contends and explains why discrimination in the workforce is a growing problem that has affected thousands of organizations, large and small operating in today's global marketplace. This paper defines discrimination in the workplace as any type of behavior, action, belief, value or attitude that impacts another individual in a negative manner, that is based on one's racial identity, gender, sex, disability status, age or some other personal factor. This paper cites the many laws and acts that have been enacted to protect individuals from various forms discrimination. The most basic law that protects employees from discrimination on the job is Title VII of the Civil Rights Act of 1964, which prohibits job discrimination on the basis of race, skin color, age, gender, religious belief or national origin. The paper also details the impact of affirmative action in the workplace. Depending on the organization, affirmative action is necessary in an environment where one population or subgroup of people has been continually underrepresented or disadvantaged. This paper analyzes the impact these laws have on human resource departments. Human resource departments have an obligation under the law to inform all employees of their legal rights relating to discrimination in the workplace.
Table of Contents:
Introduction
Discrimination
Discrimination Laws
Affirmative Action in the Workplace
Human Resources and Discrimination
Conclusions/Recommendations
References
From the Paper
"Affirmative action may be necessary in an employment environment where one population or subgroup of people has been continually underrepresented or disadvantaged. It truly depends on the organization. It can be a means of protecting certain classes or groups of people and ensuring that everyone in the workplace is afforded the same access to employment and the same employment opportunities. It is not designed to be a form of reverse discrimination. There is adequate evidence suggesting that discrimination still exists in the workplace. Until discrimination is completely abolished and is no longer an issue, a need for affirmative action programs and other programs geared toward eliminating inequities continues."
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HRM's Best Practices, 2006.
This research paper consists of an exploratory analysis of the current trends in the field of human resources in order to define what exactly these emerging trends are in this particular area.
1,468 words (approx. 5.9 pages), 6 sources, MLA, $ 48.95
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Abstract
This paper defines the field of human resources (HR) as the gatekeeper of an organization, the deciding force that enables gainful employment should they deem an individual qualified to participate in an organization's family. The writer of this paper also analyzes how these new trends will impact the structure of human resource management in the future. This paper discusses the importance of HR in today's workforce, which is more globalized in nature. The writer contends and explains why more complex interactions require HR representatives to recruit well-educated and diverse employees capable of operating in a rapidly changing environment. This paper asks and answers the following questions: What are the current emerging trends that are impacting the function and role of HRM practices? How are these trends defining organizations? What strategies are being adopted by organizations to address the needs of a rapidly changing and dynamic workforce?
Table of Contents:
Introduction
Background to the Problem
Significance of Study
Preliminary Literature Review
Methods
Data Collection
Results
References
From the Paper
"Whereas in times of old HR departments were concerned with payroll and health insurance, today human resources departments typically consist of several different areas including: labor relations, benefits, payroll, workers compensation and recruitment. Part of this is due to an increasing need for more flexible benefits for employees. More and more there is word of positive changes in organizations as a result of emerging trends and changes in HRM practices. There are several emerging trends in human resources deserve further investigation including flexible work scheduling, health and wellness programs, on site daycare's and even improved retirement benefits."
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Resume Information, 2006.
Examines what can be learned about a potential employee through his or her resume.
1,404 words (approx. 5.6 pages), 5 sources, MLA, $ 46.95
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Abstract
This paper presents an examination of what can be uncovered about applicants based on their resume information. The writer explores some of the more common themes of resumes and what it tells the reader about that applicant.
From the Paper
"A resume that does not list chronological experience but instead lists general experience first without dates may be telling. The applicant may have periods of unemployment he or she is trying to mask, or the applicant may have had many jobs in a short period of time and not want that to be obvious. The resume that has experience listed with no dates should raise a red flag to any potential employer but should not rule out the potential candidate as a possible employee."
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Unemployment and Its Effects on Mental Health, 2006.
This paper examines the correlation between unemployment and various mental health disorders.
755 words (approx. 3.0 pages), 4 sources, MLA, $ 26.95
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Abstract
This brief yet concise paper details recent research which has proven that unemployment causes, rather than merely results from, poor psychological health. A study in Great Britain revealed that unemployed individuals were approximately three times more likely, than employed people, to commit suicide. This paper examines the impact of unemployment on one's mental health, including: Anxiety, depression, dissatisfaction with one's life, negative self-esteem and other emotional states have each been demonstrated in complex studies to be higher in unemployed people than in similar groups of employed people.
From the Paper
"For many people, the stress of being unemployed is devastating. A recent study of more than 500,000 people in Great Britain revealed that people who said they were unemployed in a 1981 census were approximately three times more likely than employed people to commit suicide in the next decade. "Job loss seems to result in a serious erosion in people's sense of control and self-esteem," says William R. Avison, Ph.D., professor of sociology and leader of the University of Western Ontario study. Because control and self-esteem are two limitations of mental health, it is understandable that unemployment affects people so deeply, he argues."
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Outsourcing, 2006.
This paper examines the benefits and drawbacks of outsourcing, by way of a third-party service provider, in business.
1,870 words (approx. 7.5 pages), 11 sources, MLA, $ 59.95
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Abstract
This paper defines outsourcing as the allocation of responsibilities or assignments from in-house production to an outside body. This paper details the advantages and disadvantages to this growing business practice. The writer of this paper examines the effectiveness of outsourcing and out-tasking which entails shifting a considerable amount of management control to the supplier. This paper also discusses the issue of outsourcing to foreign countries where the cost is significantly lower. This paper delves into the development of outsourcing, which began with Ross Perot in 1962, and has since become a growing world-wide trend. This paper details the various types of services that are outsourced, such as computer programming positions, administrative works and production assignments, while also discussing the countries that end up with these jobs, like India, which continues to be the highest end-point for outsourced work. This paper also explores the primary causes for outsourcing, which begins with lower pay. This paper also examines the various companies that are currently outsourcing their services, such as Delta Airlines.
Table of Contents:
What is Outsourcing?
What is the Percentage of US Firms that Outsource?
What Kinds of Jobs are Outsourced? Labor Intensive? Technology Based?
What is the Major Cause of US Firms Outsourcing Work?
Is There Any "In-Sourcing"? Other Countries Send Jobs to the US? What Kinds of Jobs? What Countries?
References
From the Paper
"The recent figures reveal in-sourcing is responsible for more than 6.5 million jobs countrywide. Even though this is less compared to the number of outsourced occupations, the difference has really come close in the previous 25 years. This implies, a latest pattern has been observed wherein foreign businesses accumulating jobs in the U.S. rapidly compared to U.S. companies have added jobs in foreign countries. Take into account what has taken place in heavy production industries comprising the production of vehicles, computers, electronics and other machineries. From the middle part of 1990, foreign enterprises have put up 400,000 more jobs in these industries in the U.S. Over the same period, U.S. companies shifted 300,000 vacancies to foreign nations in the same business sectors."
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The Meaning of Work, 2006.
This in-depth paper analyzes the definition regarding the true meaning of work and its impact on business, as perceived by various social scientists.
3,992 words (approx. 16.0 pages), 11 sources, MLA, $ 108.95
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Abstract
The writer of this paper attempts to define the true meaning of work while questioning whether or not people actually value their work or if they're in fact averse to it. The writer contends and explains why the concept of 'meaning of work' refers to the effectiveness of an enterprise as well as a sense of significance in a larger structure. This paper analyzes the pivotal role of work in comparison to leisure, community, religion and family activities. This paper details the views and perceptions of various social scientists, in American and around the world, regarding this specific topic. This paper delves into the elaborate research of William Whitely regarding work values in England, the Netherlands, Belgium, Germany, Yugoslavia, the U.S., Japan and Israel. This paper discusses an analysis by Alexandre Ardichvili which indicates one of the first attempts to explore the meaning of working in countries that move from centrally planned to market driven economies. This paper also examines the Meaning of Work (MOW) Study as well as its results, which gathered proof relating to the manner in which cultural, societal and individual factors form the work ethic. The MOW International Research Team has created a work centrality index that prioritizes the responses from people in different nations in terms of their commitment to work and the magnitude of their identity with their work, which is detailed in this paper.
From the Paper
"Allocating responsibility, building a varied and interesting work environment and particularly permitting autonomy all supplemented considerably to enhanced level of work centrality. Neither, positive work incidents like enhancement in salary and working environment along with developed interpersonal associations not negative work incidents like elimination of employment and extended unemployment result in individual work centrality. The life incident of marriage did not influence work centrality of men or women. The pregnancy and birth gives rise to the decline of absolute work centrality among women like that in 1993 work centrality was considerably lower among women those experienced childbirth, in contrast to those who did not."
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Hiring of Illegal Aliens at Wal-Mart, 2006.
A look at the Wal-Mart Corporation's practice of hiring illegal aliens and the law enforcement investigation of this practice.
927 words (approx. 3.7 pages), 6 sources, APA, $ 32.95
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Abstract
This paper examines the investigation, led by the U.S. Immigration and Customs Enforcement, which discovered that the janitorial contractors providing cleaning services to Wal-Mart had employed illegal aliens to fill their contract. The paper describes the beginnings of the investigation, who was involved in the investigation, the civil settlement that resulted from the investigation, and the legal implications of the settlement for immigration law enforcement.
From the Paper
"Wal-Mart has earned phenomenal success and accolades over the last 3 decades. They have grown from a local retailer to a global powerhouse. Yet, the sky is not always blue in the land of discount pricing. A variety of special interest groups often try to thwart the opening of the next SuperCenter, with concerns of taking away sales from local, small businesses and even complaints of discrimination in their hiring and promotion processes. Now these groups can add another item to their list of concerns when it comes to another Wal-Mart opening in their town, the employment of illegal aliens."
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The Right to Work, 2006.
A look at both sides of the "right to work" issue in the United States.
1,418 words (approx. 5.7 pages), 5 sources, APA, $ 47.95
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Abstract
This paper summarizes and analyzes positions on both sides of the "right to work" issue. The paper elaborates on the position of those who are adamantly behind unions and want to keep them strong and believe that all workers should join because all benefit from the unions' negotiating efforts, as well as the position of those who believe that membership should be a matter of choice. The paper asserts that advocates on both sides often have hidden agendas: union activists want to keep union membership high; and companies often want to have companies without unions because often they will not have to pay their workers as much.
From the Paper
"However, in some jobs and in some states, workers are required to join the union in order to get certain jobs, and union membership can be a considerable expense. The price of dues notwithstanding, some people simply feel it should be their choice whether to join any organization or not, as the right to join, or not join, groups, is recognized as a function of free speech and freedom of association."
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Women in the Workforce, 2006.
This paper examines the strategies and methods used by women in balancing career and family while still being successful at their jobs.
2,155 words (approx. 8.6 pages), 9 sources, MLA, $ 67.95
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Abstract
The writer of this paper discusses the enormous progress made by women in the workforce over the years. This paper focuses on two main issues faced by women in the workforce which are: Finding the equilibrium between work and family life and learning to thrive in a male dominated business world. This paper delves into differing cultures such as Islam in order to better understand the role of women in the workforce around the world. This paper also discusses how women in America have scaled the upper rungs of the corporate hierarchy or who hold high positions in fields such as education and government and suggest that the 'glass ceiling', a frequently used term, is actually non-existent. This paper examines the achievements made by women in terms of representation which have been quite significant.
Table of Contents:
Introduction
Balancing Work and Family
Winning at Work
Conclusion
References
From the Paper
"The next stage for women in the settling down period is the devotion to family role mainly the maternal role. Many women in this stage spend a lot of energy than men in bringing up their children as they see their children grow and move from preschool to junior school. An approach towards work that does not stress career in relation to family persists for women till the middle adulthood stage till the forties, and then things start changing. After bringing up their children they have more time and energy for their careers. At this stage, most men undergo sore midlife problems, while women experience greater boldness and professional achievement at work. This being their delayed and final chance to make a mark in their profession, most women who are currently let free from the prevailing tasks of family roles relate themselves to work with improved interest and energy."
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Wal-Mart, 2006.
A look at ethical issues facing Wal-Mart, the largest retail company in the world.
1,545 words (approx. 6.2 pages), 12 sources, MLA, $ 50.95
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Abstract
This paper discusses some of Wal-Mart's business practices and how they are in violation of international ethical standards. More specifically, the paper discusses Wal-Mart's use of child labor and their practice of not paying sufficient wages to company employees.
From the Paper
"According to United Food and commercial Workers (UFCW) Wal-Mart manufactures its products in 48 countries around the globe (Wal-Mart and Sweatshops). The organization reports that Wal-Mart has 1,107 international operations (Wal-Mart and Sweatshops). The organization also reports that some workers in Bangladesh receive less than nine cents an hour making shirts for Wal-Mart Stores (Wal-Mart and Sweatshops). In addition, some of the conditions that are present in foreign factories include pregnancy testing, locked restrooms, forced overtime, denying workers access to health care, and firing and blacklisting workers that attempt to defend their rights (Wal-Mart and Sweatshops)."
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EU and the Migration Problem, 2005.
Examines how the European Union deals with the question of free trade in the labor market.
1,129 words (approx. 4.5 pages), 1 source, APA, $ 39.95
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Abstract
While the initial formation of the European Union was striking in its novelty, many believed that the May, 2004 expansion that included many post-Soviet Central and Eastern European would bring new challenges. The paper shows that chief among these was the worry concerning the imbalance between the labor economies of those newly admitted nations, and that of the more affluent older members. The paper shows that although most EU members have no problem with the free trade of goods and services (without import taxes or other restrictions) across their borders, quite a few blanch at the thought of allowing free trade in the labor market as well.
From the Paper
"One typical objection to free labor trade might be (perhaps from Germany) that German companies may try to move to cheaper (i.e. lower wage, lower property costs, etc) Eastern or Central European nations, thereby creating even larger unemployment within Germany as a result of their removal. Although on some levels, and at least temporarily, this may be true, the truth is that companies may pay less in those countries with lower labor costs, however, they will be balanced by such issues as lower productivity, and increases in other costs (perhaps materials, equipment shortages, or higher energy costs due to an older, less efficient infrastructure)."
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