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Employment Law, State and Federal, 2006.
Discusses how the federal and state systems of government differ.
920 words (approx. 3.7 pages), 3 sources, APA, $ 31.95
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Abstract
This paper discusses and describes how the federal and state systems of government may or may not differ in their application of employment laws. The paper includes specific examples of employment protections provided by the Florida state system, but not by the federal system.
From the Paper
"Employment law is that branch of the law that deals with employer-employee relations, work hours workplace conditions and related matters. Most elements of employment law fall under civil law ..."
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Federal and Maryland Employment Laws, 2005.
An overview of how Maryland employment laws differ from general federal employment laws.
991 words (approx. 4.0 pages), 1 source, MLA, $ 35.95
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Abstract
This paper discusses how the federal and Maryland state systems of government differ in their application of employment laws. For the most part, the State of Maryland utilizes most of the same employment laws as those mandated by the federal government. It shows that the Maryland Department of Labor, Licensing, and Regulation's Division of Labor and Industry is the governing body for wage and employment law in the state.
From the Paper
"The minimum wage (with some exceptions) is $5.15 per hour in Maryland, just as it is at the federal level. The workweek is 40 hours, and any time worked over 40 hours must be paid as time-and-a-half. The exceptions to this are certain retail mechanics, partspersons, or salespersons who sell or service cars, farm equipment, trailers or trucks, taxicab drivers, executive, administrative and professional employees who meet certain criteria, outside salesmen, commissioned employees, a child, parent, spouse, or other member of the employer's immediate family, and employees of a movie theater ("Maryland Guide," 2004). In addition, agricultural workers in the state must be paid overtime after working 60 hours in a week, and some health care institutions (not hospitals) and bowling alleys pay overtime after 48 hours worked in one week."
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Federal and Florida Employment Laws, 2005.
This paper discusses Federal and Florida employment laws.
675 words (approx. 2.7 pages), 4 sources, APA, $ 23.95
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Abstract
This article provides a comparison of Federal and Florida employment laws. The writer discusses specific federal labor laws to protect employees from various forms of job discrimination. The writer explains that the Florida laws are similar to federal laws but differ in treatment of children who work in the entertainment industry.
From the Paper
"There are numerous federal laws enforced by a variety of federal institutions that govern employment. Perhaps the most most notable are the federal labor laws that protect employees from job discrimination, if they fall into certain protected categories. These laws are enforced by the United States Equal Employment Opportunity Commission (E.E.O.C.) For example, the Civil Rights Act ..."
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Federal and State Employment Law, 2005.
This paper compares federal and state employment law on several issues.
1,575 words (approx. 6.3 pages), 8 sources, $ 62.95
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Abstract
"This paper reviews the differences and similarities between federal and state employment law on several issues, such as workers' compensation and drug testing. The author points out how the different systems developed. The paper notes how each law may apply to different sets of employees and how different issues may be involved.
From the Paper
"Workers are protected by different aspects of employment law covering everything from proper hiring procedures to employee protection and provision for retirement. Employment law involves both federal and state statutes, and the two may offer differing degrees of protection in some cases. Generally, federal law stands above state law, but states can usually provide more protections than does the federal system so long as state law does not undercut or alter the meaning of federal law. The distinctions can be seen in laws to protect employees, such as those covering workers compensation for on-the-job injuries, and for some requirements placed on employees, such as those for drug testing. Workers' compensation is a form of government-mandated insurance program for those employed in a given state, and there are workers' compensation programs in every state as well as at the federal level."
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Employment Laws, 2006.
This paper discusses federal and state, especially Texas, employment laws.
1,185 words (approx. 4.7 pages), 4 sources, APA, $ 40.95
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Abstract
This paper explains that federal employment laws recognize the power position of employers and endeavor to make this employee relationship "fair and equitable" without exploitation. The author points out that the states are the major providers of employment resources and are required to implement the federal employment laws, which generally are the guidelines for the state laws. The paper relates that Texan laws on employment protection are generally conform to the federal laws; however, they may have some additional provisions such as providing a cap for damage awards for violations of non-discrimination laws. Listing of several specific laws.
Table of Contents
Federal Employment Laws
State Employment Laws
Texas Law on Employment Protection
Conclusion
From the Paper
"Every individual has the nature to pursue his/her interests. But when it comes to working together, these interests may often collide with each other's. Therefore, there has to be a balancing act which should ensure the protection of interests of everyone. With a multitude of laws, regulations, statutes and other considerations in the area of employment law, the federal government, through Title VII of the Civil Rights Act (1964), has created a basic framework for employers to ensure that employees are treated fairly on the basis of race, color, religion, sex, national origin, disability, or age, thus reducing their liabilities. One of the outcomes of our forefather's leap into the American experiment is the ability of individual states to enact laws pertaining to their unique situations."
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Anti-Discrimination Employment Laws, 2004.
The paper describes the potential differences in the application of anti-discrimination employment laws.
1,356 words (approx. 5.4 pages), 2 sources, APA, $ 47.95
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Abstract
The paper explains that the federal and state systems of government may differ in their application of employment laws. The author points out examples of an employment protection that is provided by the state of California, but not by the federal system. The paper discusses anti-discrimination employment laws, in general.
From the Paper
"Martin Jenkins in "Chain Store Age" explains that the Civil Rights Act of ... prohibits discrimination in a broad array of private conduct including public accommodations governmental services and education. Title VII of the Act prohibits employment discrimination based on race, sex, color, religion and national origin. The Act prohibits discrimination against the aforementioned protected classes in the areas of recruitment, hiring, wages, assignment, promotions, benefits, discipline, discharge, layoffs and almost every aspect of employment. In response to challenges in the Courts, ..."
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Employment Law and Dismissals, 2008.
A case study analysis of five candidates for dismissal by FastServe and the employment law that relates to each case.
1,393 words (approx. 5.6 pages), 4 sources, MLA, $ 46.95
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Abstract
This paper outlines the major aspects of employment law that need to be considered by an organization. It bases its discussion primarily on a case analysis from a simulation based on the company, FastServe Incorporated. The simulation presents five candidates for dismissal and examines major areas of employment law and the legal implications surrounding dismissals.
Table of Contents:
Introduction
Regulatory Circumstances: Understanding Employment at Will & Collective Bargaining
The Agency Principle
Legal Risk and Business Risk
From the Paper
"In conclusion, as shown from the simulation, employment law and the auspices surrounding the issue are expansive. The legal issues in the workforce stem from hiring, interviewing, dismissals and all aspects of labor activities. Employment risk plays a major part within this overall area. As shown from the simulation, it coincides with all legal issues in the workforce and even outlines aspects of the principal-agent problem studied in economics. Nevertheless, its understanding is important to the sustainability of an organization as is clearly outlined for FastServe."
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Employment Law, 2006.
A discussion on employment law and employee's rights.
1,380 words (approx. 5.5 pages), 6 sources, MLA, $ 47.95
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Abstract
This paper considers six areas where employers must be mindful of employment law especially in today's litigious workplace. It focuses on race, religion, gender, national origin, age and disability. It explores ramifications for employers.
From the Paper
"In today's highly litigious workplace employers must develop employment practices that will prevent them from being sued while ensuring a highly qualified workforce. This requires a rudimentary understanding of key cases in areas ..."
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Employment Law, 2005.
The paper applies Title VII of the 1964 Civil Rights Act to issues of employment law relating to gender and national origin.
675 words (approx. 2.7 pages), 3 sources, $ 26.95
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Abstract
This paper explains that, based on Title VII of the Civil Rights Act of 1964, discrimination is prohibited in employment of the protected groups as defined by such characteristics as gender and national origin.with The author points out that, Under Title VII, the Equal Employment Opportunity Commission (EEOC) can pursue a case on behalf of a plaintiff. The paper relates cases that have been brought using Title VII in each of these areas.
From the Paper
"Employment law addresses issues of discrimination in terms of a number of dimensions, including gender and national origin. Case law addressing both usually cites Title VII of the Civil Rights Act of 1964. Title VII "prohibits employment discrimination based on race, color, religion, sex and national origin" (The U.S. Equal Employment Opportunity Commission, 1997, para. 1). Cases have been brought applying Title VII to discrimination in each of these areas, sometimes in more than one of these areas at the same time. Under Title VII, the Equal Employment Opportunity Commission (EEOC) can pursue a case on behalf of a plaintiff. The 1980 EEOC guidelines defined sexual harassment. Until 1981, sexual harassment suits were restricted to tangible losses, and the term itself was rarely used. The 1981 case of Bundy v. Jackson created in the courts an awareness of a correlation between sexual harassment and "hostile working environments."
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Employment Laws in the United States Post 9/11, 2003.
An examination of employment laws in the United States following the September 11, 2001 terrorist attacks.
3,226 words (approx. 12.9 pages), 7 sources, MLA, $ 93.95
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Abstract
To determine how and to what extent the controlling of employment legislation has changed following the terrorist attacks of 9/11, this paper provides a review of the relevant literature, followed by a summary of the research and a presentation of the findings in the conclusion.
From the Paper
"Before World War II, American workers began organizing to achieve a more equitable share of the benefits of their labor, and the changes in the social contract following World War II resulting from a series of downsizing, mergers and acquisitions have fundamentally changed the relationship between the American worker and employers. No longer was there a patriarchal system in place that guaranteed life-long employment in exchange for hard work and loyalty; instead, the competition for good jobs - and jobs at all - became increasingly fierce. However, during this period of history illegal immigrant workers were not aggressively prosecuted because they were merely working at jobs that "no American would want." After the terrorist attacks of September 11, 2001 though, many unemployed U.S. citizens might scoff at that argument. While many components of the immigration laws that control employment in the U.S. remain unchanged following September 11, there have been some profound changes that have nevertheless affected the ability of immigrants - legal or illegal - to find gainful employment in the United States. "
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Employment Law, 2006.
This paper discusses employment law tests in the United Kingdom that are used by the courts to determine whether a person is an employee.
2,250 words (approx. 9.0 pages), 5 sources, $ 89.95
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Abstract
In this essay the writer looks at how the courts in the U.K. determine whether a person is an independent contractor or an employee. Four tests are discussed, which include the control test integration test, mutuality of obligation test and economic reality test. The second section of the paper looks at the vicarious liability of an employer in relation to employees.
From the Paper
"The courts in the United Kingdom use a variety of tests to differentiate between a person's status as an independent contractor and an employee. Many of these tests have been established through case law. Throughout this paper the writer examines the various tests the courts use to determine whether a person is an employee, emphasizing important cases as necessary to complete this discussion. Furthermore, the writer examines the concept and operation of vicarious liability in relation to employees. When examining whether or not a person is an employee, it is important to look at the way the UK defines the term employee. The Department of Trade and Industry states in its Discussion Document on Employment Status in Relation to Statutory Employment Rights that "section 230(1) of the Employment Rights Act of 1996 defines an employee as: 'an ..."
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Labor Unions: Employment Law, 2003.
A discussion on employment law and the use of labor unions in a global economy
1,089 words (approx. 4.4 pages), 4 sources, MLA, $ 37.95
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Abstract
This paper compares and contrasts the union environment on both a national and global scale. It examines how labor unions were established to support workers and protect them from unfair labor practices such as discrimination and poor working conditions. It also looks at how labor unions also supported workers by negotiating better pay, savings and pension plans and creating safe work environments. It evaluates how the lack of unions on a global scale is the main reason why American companies are moving their businesses out of the United States and how this not only hurts the foreign worker, but also creates layoffs and lower wages for Americans.
From the Paper
"Global and national labor unions are also similar because they both strive to provide quality health benefits, wages, and good working conditions. The labor unions can use their strength in numbers to leverage support against non-union companies and aid workers in these companies to organize. For example, Cintas, one of the world?s largest uniform suppliers was accused of retaliating against employees who were trying to organize a labor union. Some of these employees were constantly harassed and even fired. Victor Hildago, one of the employees who were fired, contacted the AFL-CIO. The AFL-CIO Executive Council said it would encourage all unions representing workers at unionized companies that were doing business with Cintas, to refuse to renew current contracts with Cintas."
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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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Federal and State Power: The Constitution, 2006.
An analysis of the reasons that founding fathers of the United States included the Bill of Rights as the first set of amendments to the Constitution.
675 words (approx. 2.7 pages), 5 sources, $ 26.95
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Abstract
This paper analyzes the main concerns of the founders when the wrote the Constitution of the United States, explaining that the delegates wanted limits on the federal government's power over the states and the citizens of the nation. Because of their experience with the British crown and the absence of freedom that existed in England for the common man at the time, the framers wanted to ensure that at no time could the federal government reduce state or individual freedoms. The paper explains that this is why the Bill of Rights was included as the first set of amendments to the Constitution, as it directly ensured that certain freedoms were protected. These amendments also stipulated that the federal government had enumerated power, rather than absolute power; an action "intended to keep the central government weak and to the keep the political power close to the people".
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Employment Law, 2006.
An outline of possible legal courses of action against a company that could be taken by one of the company's former employees.
1,600 words (approx. 6.4 pages), 11 sources, MLA, $ 52.95
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Abstract
This paper describes the possible legal courses of action an employee of the ABC Science Company might pursue after his employment was terminated. The paper explains why the former employee was fired from the company and the available courses of action he could take against his former employee. The paper then narrows down the possible courses of actions according to which courses would apply best to the employee's situation and concludes by recommending that the company being sued pursue some sort of settlement with its former employee.
From the Paper
"John Doe, a Senior Vice President with ABC Science, was traveling in a cab in Washington, D.C. when the cab was involved in a major accident. Mr. Doe was severely injured in the accident and was paralyzed from the waist down. His injury makes him unable to work at his present job, but when he requested the company reassign him to his previous position of Software Engineer, which he could perform at home, ABC told Mr. Doe they were going to terminate his employment. Mr. Doe cannot afford to retire because he has five children, three of whom are teenagers."
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