HRM 531 WEEK 2 EMPLOYMENT LAW COMPLIANCE PLAN

HRM 531 WEEK 2 EMPLOYMENT LAW COMPLIANCE PLAN

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HRM 531 WEEK 2 EMPLOYMENT LAW COMPLIANCE PLAN
HRM/531 Human Capital Management

Complete the Employment Law Compliance Plan task as described in the message from Traci on the Atwood and Allen Consulting Page.

Individual Assignment: Employment Law Compliance Plan

Purpose of Assignment

For this task, Traci has asked you to develop an employment law compliance plan for your chosen client. This task will help you gain a better understanding of employment laws at the city, state, or national level. It is also important for you to understand how to be compliant with the applicable laws, and what the consequences are of noncompliance. Knowing laws that are applicable to employment in various business situations is essential starting and maintaining a successful business.

Lists at least 3 employment laws the client must be concerned about
Includes brief summary of each law
Includes consequences of noncompliance with laws
Includes recommendations for compliance with identified laws
The paper is no more than 1,400 words in length.
Format your paper consistent with APA guidelines. Use at least two (4) references from the reading assignment, Internet articles, Electronic Reserve Readings articles, or HR journal articles to support your paper. At least one(1) in-text citation must be from the text book.
12) The step following recruitment is _____, which is basically a rapid, rough selection process
A. an orientation
B. an initial screening
C. a suspension
D. a workforce plan

13) During the _____ stage, it is most important to select the managers who can develop stable management systems to preserve the gains achieved during the embryonic stage
A. mature
B. high-growth
C. aging
D. embryonic

14) Increasing an individual"s employability outside the company simultaneously increases his or her job security and desire to stay with the current employer. What is this known as?
A. Training paradox
B. Pygmalion effect
C. Distributed practice
D. Massed practice

15) Which is a characteristic of the most effective training practices?
A. Training starts at the bottom of the organization
B. Training is part of the corporate culture
C. Training is evaluated by checking participant reactions
D. Little time is spent assessing training needs

16) Which analysis is helpful in determining the special needs of a particular group, such as older workers, women, or managers at different levels?
A. Individual
B. Operations
C. Demographic
D. Organization

17) Providing adequate resources to get a job done right and on time, and paying careful attention to selecting employees, are parts of
A. employee welfare
B. grievance management
C. performance appraisal
D. performance facilitation

18) This can be thought of as a compass that indicates a person"s actual direction as well as a person"s desired direction.
A. Management by objectives
B. Forced distribution
C. Central tendency
D. Performance management

19) What would you call a meeting that is typically done once a year to identify and discuss job-relevant strengths and weaknesses of individuals or work teams?
A. performance appraisal
B. performance facilitation
C. performance encouragement
D. performance standard

20) When managing careers, what should organizations do?
A. Plan for shorter employment relationships
B. Focus primarily on employee needs and aspirations
C. Allow employees to structure work assignments
D. Focus on and recognize career stages that employees go through

21) A sequence of positions occupied by a person during the course of a lifetime is characteristic of what type of career?
A. Subjective
B. Objective
C. Specific
D. General

22) In the new world of career management, the primary goal is to provide which of the following for employees?
A. Rising aspirations
B. Executive ranking
C. Psychological success
D. Time off when they need it

23) At a broad level, _____ includes anything an employee values and desires that an employer is able and willing to offer in exchange for employee contributions
A. a competency-based pay system
B. an employee stock ownership plan
C. an organizational reward system
D. a merit-pay method

24) This benefit, tied mostly to profitability and promising better job security, but not guaranteeing it, is at the center of the evolving bonus system
A. Contribution-based pay
B. Competency-based pay
C. Skill-based pay
D. Flexible pay

25) Financial rewards include direct payments plus indirect payments in the form of what?
A. Individual equity
B. Corporate compensation
C. Spot awards
D. Employee benefits

26) Which law offers full coverage for retirees, dependent survivors, and disabled persons insured by 40 quarters of payroll taxes on their past earnings or earnings of heads of households?
A. Federal Unemployment Tax Act
B. Social Security Act
C. Workers" compensation
D. Employee Retirement Income Security Act

27) Plans are known as _____ when the employees share in the cost of the premiums
A. share-based
B. contributory
C. distributive
D. peer participating

28) Which type of justice refers to the quality of interpersonal treatment that employees receive in their everyday work?
A. Interactional
B. Informational
C. Distributive
D. Blind

29) Procedural justice affects citizenship behaviors by influencing employees" perceptions of _____, the extent to which the organization values employees’ general contributions and cares for their well being.
A. due process
B. management accessibility
C. indirect compensation
D. organizational support

30) When companies discover they can communicate better with their customers through employees who are similar to their customers, those companies then realize they have increased their _____ diversity.
A. primary
B. secondary
C. internal
D. external