Reading and Background Material
Required Reading:
Discussion 1
Hideg, I., & Ferris, D. L. (2017). Dialectical thinking and fairness-based perspectives of Affirmative Action.Journal of Applied Psychology, 102(5). 782-801. Retrieved from EBSCO multi-search database in the TUW Library.
Wolf, P. (2018). Check-in: EEOC, DOL, and NLRB compliance.Labor Law Journal, 69(3). 145-159. Retrieved from EBSCO multi-search database in the TUW Library.
Baranga, L., & Baranga, A. (2017). The importance of relationships at work and observing the discrimination phenomenon.Valahian Journal of Economic Studies, 8(3). 57-64. Retrieved from EBSCO multi-search database in the TW Library.
Bearden, J. N. (2019) Case study: Was that harassment?Harvard Business Review, 97(3). 160-165. Retrieved from EBSCO multi-search database in the TUW Library.
Duvall, J. E. (2019). Employment discrimination.Mercer Law Review, 70(4). 989-1005. Retrieved from EBSCO multi-search database in the TUW Library.
Optional Reading Discussion 1:
Thrasher, A. G. (2016). Civil rights – Employment discrimination – Limitations period for constructive discharge under Title VII commences on resignation of employee rather than last discriminatory act.Cumberland Law Review, 47(1). 239-250. Retrieved from EBSCO multi-search database in the TUW Library.
Discussion 1 Video
Miebeth BB. (2018, Apr 30).Employment law – Title VII of the Civil Rights Act of 1964, Affirmative Action (Updated). [Video file]. Retrieved fromhttps://www.youtube.com/watch?v=5B3wMcNwCkw(13:06).
Discussion 2
Lieberwitz, R. (2018). Rights on trial: How workplace discrimination law perpetuates inequality.ILR Review, 71(3). 794-796. Retrieved from EBSCO multi-search database in the TUW Library.
Students are required to conduct independent research to discuss violations of the anti-discrimination laws and programs and the respective outcomes of application of the laws in the US state of their choice. Students are encouraged to write about applicable laws in the US state they live or work if they are US residents.
Bearden, J. N. (2019) Case study: Was that harassment?Harvard Business Review, 97(3). 160-165. Retrieved from EBSCO multi-search database in the TUW Library.
Additional Resource for Discussion 2
HR policies & employment legislation: Developing HR policies. (n.d.). Retrieved fromhttp://hrcouncil.ca/hr-toolkit/policies-guideline.cfmReading and Background Material
Discussion 1
FLSA. (2018).Coverage under the FLSA. Retrieved fromhttp://www.flsa.com/coverage.html
Worker classifications.(n.d.). Retrieved fromhttps://www.workplacefairness.org/worker-classifications
Lounsbury, A. L., & Sweeney, B. (2019). At the intersection of idependent workforce arrangements and employment law.Employee Relations Law Journal, 45(3). 44-48. Retrieved from EBSCO multi-search database in the TUW Library.
Discussion 1 Video:
Affinity HR Group. (2019, March 25).Get your employee classifications right![Video]. YouTube.https://www.youtube.com/watch?v=Trv4HwDnxS0(4:43)
Optional Video:
Oregon Employment Department. (2016, Feb 5).Employee misclassification. [Video file]. Retrieved fromhttps://www.youtube.com/watch?v=SoRM5jRSoQQ(22:17).
Discussion 1and 2
Bolden-Barrett, V. (2018, August). The types of employment: A quick reference guide.Workest.Retrieved fromhttps://www.zenefits.com/workest/the-types-of-employment-a-quick-reference-guide/
Discussion 2
Students are required to conduct independent research to discuss employment classifications in the US state of their choice. Students are encouraged to write about applicable laws in the US state they live or work if they are US residents.
Optional Readings:
Pinsof, J. (2016). A new take on an old problem: Employee misclassification in the modern Gig-economy.Michigan Telecommunications & Technology Law Review, 22(2). 341-373. Retrieved from EBSCO multi-search database in the TUW Library.
HRM616 WEEK 8
Signature Assignment Guidelines: The signature assignment for this course is an 8-10 page paper (excluding cover and references pages) written in APA format with cited research related to all topics discussed in this course. A minimum of eight (8) sources must be used to support your comments, although more sources are highly encouraged. Sources must be a combination of sources used in the course and sources found in independent research. At least five (5) sources must be sourced from the TUW Library. All sources must be referenced and cited in the body of your assignment and formatted to APA criteria. Ensure that your paper includes a formal introduction, conclusion, and all required topics are separated by at the very minimum, section (Level 1) headings. Do not include an abstract as many students confuse an abstract with an introduction. Overview: In the case assignment you were asked to serve as an incoming HR director for a large organization in the state that has been the focus of many of your discussions throughout the course. Your initial assessment was that the company did not have formal HR policies and procedures in place. Formal policies and procedures would result in the company becoming compliant with prevailing federal, state, and local employment laws and improve employees’ and organizational 1 / 4 performance. You presented the CEO with an executive summary that included an argument and a few basic policies and procedures making your case for formal policies and procedures. The CEO has now charged you with creating a formal employee handbook of policies and procedures. Content Requirements: Using what you learned throughout the course, develop an employee handbook of formal policies and procedures. The handbook will be disseminated to employees throughout the organization and you will monitor workplace conditions to ensure that the organization remains in compliance with all prevailing federal, state, and local employment laws. Revisit the overview of the company presented in the case assignment. 1. Open your assignment making a sound business case for developing and implementing the employee handbook. Your goal is to educate employees at all levels of the organization (executives, middle management, line supervisors, and general employees about the policies and procedures. Part of the education is linking your policies and procedures to actual employment laws and government programs helping employees to understand the need for such policies and procedures. 1. Expand the basic policies created in the case assignment to more formal ones. The basic policies apply to: 2 / 4 At-will Employment Types of Employees and employee classifications Civil rights, equal employment opportunities, and affirmative action Discrimination and harassment with a major focus on sexual harassment Note that in the expansion of your policies you will address accommodations for employees with disabilities, medical conditions, and family with medical conditions for whom they are primary caregivers; employees who are older than age 40, and employees who are pregnant 1. Develop a policy that addresses employee health and safety. 1. In addition to employee health and safety, develop a policy on a drug-free workplace. Discuss how a drug-free workplace policy complies with prevailing laws and is related to employee health and safety. 1. Include your policies in the body of the paper. Do NOT submit them as attachments. Develop your own policies. Do NOT risk committing plagiarism by copying existing policies from other organizations or copying and pasting policies found in other sources. 3 / 4 1. In the final portion of your paper (before your conclusion) discuss how you would adapt your employee handbook should the company expand its business and open facilities in other countries employing foreign nationals. Use specific examples and international employment laws as points of reference and support. Note: Late assignments will be subject to grade reductions. It is important to reach out to the professor if you anticipate problems completing your assignment. Powered by TCPDF (www.tcpdf.org) 4 /
READING: AND OBJECTIVE OF CLASS
Biographical Statement
Course Description:The course provides students with an analysis of the legal environment governing the employee and labor relations. Special topics include legislation such as Equal Employment Opportunity, ADA, FMLA, sexual harassment, Civil Rights Act and other labor laws and are discussed. Students have an opportunity to evaluate the impact of the current legislation on the management and efficiency of human resources in organizations
Program Learning Outcomes (PLOs)
At the end of the Program, students will be able to:
Master of Science in Human Resource Management
- Evaluate the perspectives of human resources management and associated best practices within an organization.
- Value business ethics and legal issues to resolve HR dilemmas and apply the laws as applicable.
- Assess the application of cultural competencies both local and global in the HR profession.
- Examine the role of HRM in training development and associated components of training within an organization.
- Analyze and implement HR management and leadership procedures that include strategy and planning to assist the organization in achieving a competitive advantage.
- Apply theory to practice in coaching leaders and managers to improve overall skills and performance at all levels within an organization.
- Assess the HR Manager's function in facilitating successful change within an organization.
- Apply HRM knowledge in employee selection, hiring, performance appraisal, termination and related personnel procedures.
Mod. Title |
Date |
Student Learning Outcomes |
Activities |
|---|
Module 1: The Legal Environment and HRM |
08/30/2021 |
- SLO 1: Interpret the role of the HRM in the legal environment
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Module 2: At Will Employment |
09/06/2021 |
- SLO 2: Analyze At-will employment in the organization
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Module 3: Exploring Civil Rights, Affirmative Action and EEO |
09/13/2021 |
- SLO 3: Differentiate between Civil Rights, Affirmative Action and Equal Employment
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Module 4: Sexual Harassment in the Workplace |
09/20/2021 |
- SLO 4: Evaluate the legal environment of sexual harassment in the workplace
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Module 5: The Americans with Disabilities Act |
09/27/2021 |
- SLO 5: Prepare policies that assist Americans with disabilities in the workplace
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Module 6: Pregnancy Discrimination and Family Medical Leave Act |
10/04/2021 |
- SLO 6: Design policies that address both the FMLA and Pregnancy Discrimination Act
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Module 7: Occupational Safety and Health Act |
10/11/2021 |
- SLO 7: Formulate polices to protect employees' health and safety
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Module 8: Legal Environment and International HRM |
10/18/2021 |
- SLO 1: Interpret the role of the HRM in the legal environment
- SLO 2: Analyze At-will employment in the organization
- SLO 3: Differentiate between Civil Rights, Affirmative Action and Equal Employment
- SLO 4: Evaluate the legal environment of sexual harassment in the workplace
- SLO 5: Prepare policies that assist Americans with disabilities in the workplace
- SLO 6: Design policies that address both the FMLA and Pregnancy Discrimination Act
- SLO 7: Formulate polices to protect employees' health and safety
- SLO 8: Propose an HR policy that integrates state and international employment law within an organization
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Learning Resources (For students’ reference in researching employment legislation. These resources may be applicable to various modules throughout the course. Additional learning resources will be provided in additional modules)
Reading and Background Material
Touro Library Instructions:
For instructions on how to retrieve resources from the Touro library and/or to register for your personal access to the library, please click the following link:https://portal.tuw.edu/downloadsFiles/LibraryResourceAccess.pdf
TD2 Reading(Prior to reviewing the background material below, it is recommended that you first read discussion thread 2 for this module to get an idea of how the background material can help you respond. If you have time, peruse the readings to get an overview of the legal environment of human resource management. In addition, it is a good idea to save the background material since we will address various areas in more detail in upcoming modules).
Doyle, A. (2019).List of U.S. federal employment and labor laws. The balance careers.https://www.thebalancecareers.com/list-of-employment-laws-2062282
*Note to students: This source is a good reference throughout the course.
Chapter 2: The legal environment of human resources management.(n.d.). Retrieved from:https://nscpolteksby.ac.id/ebook/files/Ebook/Hospitality/PERSONNEL%20MANAGEMENT%20Human%20resources%20management%20in%20the%20hospitality%20industry%20(2009)/Chapter%202%20-%20The%20Legal%20Environment%20of%20Human%20Resources%20Management.pdf
(Note: Although the content of this chapter refers to the hospitality industry, the laws, regulations, and principles of employment law in the United States apply to all industries. Some industries may have more stringent laws and regulations that focus on industry-related requirements)
Optional Reading:
CliffsNotes. (2016). HR management: Laws and regulations. Retrieved from:https://www.cliffsnotes.com/study-guides/principles-of-management/staffing-and-human-resource-management/hr-management-laws-and-regulations
Inc Staff, Inc. (2011, September 26).The 200-year history of American employee rights.Business Insider.https://www.businessinsider.com/the-200-year-history-of-american-employee-rights-2011-9
Required Video
Gregg Learning. (2017, Jul 24).HR basics: Employment law. [Video file]. Retrieved fromhttps://www.youtube.com/watch?v=CJhRXBpXTPI(7:23)
Robertson, B. (2018, September 29).Employment law for business owners, managers, & HR – Avoid getting sued[Video]. YouTube.https://www.youtube.com/watch?v=W_olkBT4oTc(19:29)
Optional Video:
East Tennessee State University (2013). Legal Issues in Human Resource Management [Video file]. Retrieved fromhttps://www.youtube.com/watch?v=5JHmeHOl5KE(58:30)
Lippmann, R. (2016, Feb 8).Labor law 101 with Michael Lied. [Video file]. Retrieved fromhttps://www.youtube.com/watch?v=QVQCkOSEb9A(47:21)
OTHER
Four Main Stages of How HR has Evolved Over the Years. Retrieved fromhttp://smallbusiness.chron.com/four-main-stages-hr-evolved-over-years-63019.html
Timelines
U.S. Department of Labor. (2018). The U.S. Department of Labor timeline – Alternate version. Retrieved fromhttps://www.dol.gov/general/history/100/timeline
Reading and Background Material
Discussion 1
National Safety Council. (2018).Work safety topics. Retrieved fromhttps://www.nsc.org/work-safety/safety-topics
Linnan, L. A., Cluff, L., Lang, J. E., Penne, M., & Leff, M.S. (2019). Results of the Workplace Health in America survey.American Journal of Health Promotion, 33(5). 652-665. Retrieved from EBSCO multi-source database in the TUW Library.
Palali, A., & van Ours, J. C. (2017). Workplace accidents and workplace safety: On under-reporting and temporary jobs.Review of Labour Economics and Industrial Relations, 31(1). 1-14. Retrieved from EBSCO multi-search database in the TUW Library.
US Department of Labor. (2018).OSH Act of 1970. Retrieved fromhttps://www.osha.gov/laws-regs/oshact/completeoshact
Zhou, B., Marchand, A., & Guay, S. (2017). I see so I feel: Coping with workplace violence among victims and witnesses.Work, 57(1). 125-135. Retrieved from the EBSCO multi-search database in the TUW Library.
Optional Reading Discussion 1:
Morrison, K. W. (2016, May 22). 7 common workplace safety hazards.Safety+Health. Retrieved fromhttps://www.safetyandhealthmagazine.com/articles/14054-common-workplace-safety-hazards
Discussion 2
Hammer, L. B., Truxillo, D. M., Bodner, T., & Pytlovany, A. C. (2019). Exploration of the impact of organizational context on a workplace safety and health intervention.Work & Stress, 33(2). 192-210. Retrieved from EBSCO multi-source database in the TUW Library.
Canadian Centre for Occupational Health and Safety. (n.d.).Health and safety guide for human resources professionals.Retrieved fromhttps://www.ccohs.ca/products/publications/pdf/samples/humanresources.pdf
Note: Canadian employee health and safety laws closely resemble similar laws in the US.
Maine Department of Labor. (n.d.).Managing safety and health: A safety and health system for your business. Retrieved fromhttp://www.safetyworksmaine.gov/safe_workplace/safety_management/
Martin, L. F., & Wachter, J. K. (2018). Art & science of mindfulness in the practice of safety.Professional Safety, 63(8). 30-35. Retrieved from the EBSCO multi-search database in the TUW Library.
Students are required to conduct independent research to discuss employee health and safety laws and programs, and their respective outcomes in the individual US state of their choice. Students are encouraged to write about applicable laws in the US state they live or work if they are US residents.
Optional Reading Discussion 2:
Jonathan, G. K., & Mbongo, R. W. (2016). Maintaining health and safety at workplace: Employee and employer’s role in ensuring a safe working environment. Journal of Education and Practice, 7(29). 1-7. Retrieved from EBSCO multi-source database in the TUW Library and fromhttps://files.eric.ed.gov/fulltext/EJ1118861.pdf
Reading and Background Material
Discussions 1 and 2:
EEOC. (2018).The Age Discrimination in Employment Act of 1967. Retrieved fromhttps://www.eeoc.gov/laws/statutes/adea.cfm.
O’Loughlin, Kendig, H., Hussain, R., & Cannon, L. (2017). Age discrimination in the workplace: The more things change…Australasian Journal on Ageing, 36(2). 96-101. Retrieved from the EBSCO multi-search database in the TUW Library.
Stypinska, J., & Turek, K. (2017). Hard and soft age discrimination: The dual nature of workplace discrimination.European Journal of Ageing, 14(1). 49-61. Retrieved from EBSCO multi-search database in the TUW Library.
Students are required to conduct independent research to discuss age discrimination in employment laws and their respective outcomes in an individual state discussed in earlier discussions and a country other than the United States that has enacted age discrimination legislation.
Discussion 2
Phillips, J., Farndale, E., Horak, S., & Beamond, M. (2019). Facing complexity, crisis, and risk: Opportunities and challenges in international human resource management.Thunderbird International Business Review, 61(3). 465-470. Retrieved from the EBSCO multi-search database in the TUW Library.
Wood, G., Cooke, F. L., Demirbag, M., & Kwong, C. (2018). International Journal of Human Resource Management (IJHRM) special issue on: International human resource management in contexts of high uncertainties.International Journal of Human Resource Management, 29(7). 1365-1373. Retrieved from the EBSCO multi-search database in the TUW Library.
Bondarouk, T., Trullen, J., & Valverde, M. (2018). Special issue of International Journal of Human Resource Management; It’s never a straight line: Advancing knowledge on HRM implementation.International Journal of Human Resource Management, 29(22). 2995-3000. Retrieved from the EBSCO multi-search database in the TUW Library.
Optional Reading Discussion 2:
Van Dierendonck, D., Lankester, A., Zmyslona, M., & Rothweiler, H. (2016). Linking HRM practices and institutional setting to collective turnover: An empirical exploration.Administrative Sciences, 6(4). 1-17. Retrieved from the EBSCO multi-search database in the TUW Library.
Additional Resource for Discussion 2
Farndale, E., Vidovic, M., & Rockey, E. (2015).Human resource management policies and practices in the United States: Cranet 2014/15 U.S. summary report.Retrieved fromhttps://www.shrm.org/hr-today/news/hr-magazine/documents/cranet%20report-hr%20management%20policies%20and%20practices_final.pdf