- PART G WB 4044
- Create a 3–4 page paper developing a compensation and benefits plan for potential new hires.Collapse All
Introduction
In this assessment, you will develop a compensation and benefits plan for potential new hires.Your challenge is to review pay and benefits issues as they relate to the law and why it is necessary for hiring managers to understand these policies. You will review the issues of pay and benefits and how they can be some of the most prevalent issues in human resources today.Pay and Benefits
Fair compensation for a fair day's work seems a relatively straightforward concept, but it only takes one glance at a newspaper to see that the stories of inflated chief executive pay, lost pensions, and deferred benefits have become serious concerns.This assessment examines how these policies are administered and the decision-making process behind them. While many may have been embroiled in the topic of how much CEOs are paid, you will be more concerned with how the payment structure was set up, who decided it, and whether it was within the policies of the organization and the laws protecting every employee in their employee agreement.Employment Law Violations
It seems that one of the most widely publicized employment law violations relates to companies who fail to properly pay overtime to their employees. We see commercials on television related to this topic, and well-known companies are often in the news for violating this law.Most employers are required to pay overtime according to federal and state law. Overtime is 50 percent of the employee's hourly wage, which means the employee is paid "time and a half" for each hour of overtime worked. There are many exceptions to overtime laws, but generally speaking, employees eligible for overtime are "nonexempt" employees, and those not eligible for overtime are "exempt" employees.Most state and federal laws set a weekly overtime standard. This means that non-exempt employees who work more than 40 hours per week are to be paid overtime for all time worked above 40 hours. Some states (such as California) have daily overtime standards in addition to the weekly standards. This means that non-exempt employees are paid overtime for all time worked above eight hours per day, even if they do not work 40 hours in a week.It is essential for HR practitioners, and all members of management, to understand how to properly classify employees and accurately record their time to avoid these types of violations. The laws are complex and can be somewhat confusing because of the number of exceptions to the rules.In addition, HR practitioners are involved in ensuring appropriate compensation for employees. Understanding the employees’ job duties, the knowledge and skills needed to perform those duties, and their market value is essential knowledge for HR practitioners.For this assessment, as the new owner of the "Aqua Irrigation Force" or your selected organization, you will need to develop the compensation and benefits plan for your potential new hires. As a franchise, you have just opened your company in a residential area and need to hire new workers. You will need to consider the location and the size of the company to complete this task.In a 3–4 page paper:- Select a position and determine the roles and responsibilities that are required.
- Explain the law that regulates paying minimum wage and overtime pay, considering that determining an employee's salary is a significant factor for any position. Explain the law that regulates paying minimum wage and overtime pay. Address the following in your analysis:
- What is the minimum wage in your community where the Aqua Irrigation Force, or your selected company, is located?
- What is the requirement for the employer regarding pay when employees need to work more than 40 hours in a week?
- Describe the benefits that a company has to provide to an employee.
- Explain the duties of a fiduciary and the role this plays in your company.
- Discuss the requirements for companies that offer pension plans.
- Describe wellness plans. What should they offer and what benefits do they provide to both companies and employees?
Additional Requirements
Your paper should also meet the following requirements:- Written communication: Ensure written communication is free of errors that detract from the overall message.
- Standard formatting: Include one-inch margins, appropriate headers, and a title page.
- APA formatting: Resources and citations are formatted according to current APA style and formatting. Review the Evidence and APA section of the Writing Center for guidance.
- Length: 3–4 typed, double-spaced pages, excluding title page and reference page.
- Font and font size: Times New Roman, 12 point.
Competencies Measured
By successfully completing this assessment, you will demonstrate your proficiency in the course competencies through the following assessment scoring guide criteria:- Competency 1: Examine the effect of the employment process on current work environments.
- Select a position and determine the roles and responsibilities that are required.
- Describe the benefits that a company has to provide to an employee.
- Explain the law that regulates paying minimum wage and overtime pay. Discuss the minimum wage or requirements for pay over 40 hours a week.
- Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the human resources profession
- Create a 3–4 page paper preparing a manager with the necessary documents required when considering terminating an employee.Collapse All
Introduction
In this assessment, you will prepare a manager with the necessary documents required to terminate an employee.Wrongful termination occurs when employment is terminated for illegal reasons or if company policy is violated when the employee is fired. HR practitioners and members of management need to be informed about how to properly handle the termination process to ensure that the employee's rights are not violated, and to ensure that the organization avoids a potentially costly wrongful termination lawsuit.Generally, most employees are considered to be covered under the contractual "employment at will" relationship (except those covered by a collective bargaining agreement), which means an employer can terminate employment at any time, for any reason. However, wrongful termination can exist if discrimination is involved in the termination decision or if due process is not followed during the termination process.During this assessment, you will explore topics related to termination in the workplace. You will consider what is permissible under the law as a rationale for termination and you will consider termination as it relates to employment at will versus contract relationships. You will also consider the impact of employment at will and the effect it has on an employer's liability for wrongful termination.In this assessment, you will review the employment laws considered for each of the topics presented in this course. Termination is never easy for anyone involved, but at times is necessary for the efficiency of the company. In this scenario, as an HR generalist, you have been tasked with preparing a manager with the necessary documents required to terminate an employee.Consider the following scenario:Sam has been an employee with the agency for almost a year. He is often late for his shift and his work products are less than stellar. He often gets into verbal arguments with coworkers and has been warned several times about his conduct. The manager now informs you that while in his office he heard a loud bang. He went to investigate only to realize that Sam had smashed his computer on the floor because he could not get an application to work. The manager felt that Sam has violated company conduct policies and wants to terminate him.In a 3–4 page paper:- Describe constructive discharge. How does this differ from wrongful termination?
- Analyze the policy and procedure used in the event of an employee termination.
- Describe the elements of due process and just cause. Do you feel that all employers should meet these standards before terminations can take place?
- Explain whether the employment-at-will with exceptions standard provide sufficient protection for employees.
- Explain the process to ensure employees' rights are not violated.
- Discuss the steps the manager should follow after a termination decision has been made, and how the termination should be handled.
Additional Requirements
Your paper should also meet the following requirements:- Written communication: Ensure written communication is free of errors that detract from the overall message.
- Standard formatting: Include one-inch margins, appropriate headers, and a title page.
- APA formatting: Resources and citations are formatted according to current APA style and formatting. Review the Evidence and APA section of the Writing Center for guidance.
- References: A minimum of three scholarly references.
- Length: 3–4 typed, double-spaced pages, excluding title page and reference page.
- Font and font size: Times New Roman, 12 point.
Competencies Measured
By successfully completing this assessment, you will demonstrate your proficiency in the course competencies through the following assessment scoring guide criteria:- Competency 1: Examine the effect of the employment process on current work environments.
- Analyze the policy and procedures of employee termination.
- Describe the differences between constructive discharge and wrongful termination.
- Describe the elements of due process.
- Explain employment-at-will procedures.
- Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the human resources profession.
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