Need Assistance With Homework For Assignment 3 Strayer Unive

Need Assistance With Homework For Assignment3 Strayer Universityassig

Need Assistance with Homework for Assignment#3-Strayer University Assignment 3: Pay, Benefits, and Terms and Conditions of Employment Due Week 8 and worth 300 points It is your responsibility as the HR Director of the same organization from Assignment 2 to a) create policies regarding pay and benefits for the selected job opportunity, and b) develop methods for both addressing unionization and implementing OSHA regulations. You will present your findings to the Vice President of Human Resources for approval. In preparation for this assignment, review the following articles on contractors vs. employees and temp workers: “Distinguishing Independent Contractors and Employees” and “The Expendables: How the Temps Who Power Corporate Giants Are Getting Crushed.” Create a PowerPoint presentation with fifteen to twenty (15-20) slides in which you: Create a Wage and Hour standard for the job opportunity that you had selected in Assignment 2, and support your standard by using the Fair Labor Standards Act (FLSA) and Equal Pay Act to prevent any potential discriminatory impact.

Decide on three (3) benefits required for the job opportunity using ERISA. Propose two (2) methods that the employer can use in order to manage the fiduciary duties wisely and with the employees’ best interests in mind. Provide a rationale for your response. Elaborate on two (2) rights regarding unionization that Section 7 of the NLRA guarantees. Next, examine two (2) unfair labor practices, and argue the importance of your organization refraining from using such practices during any self-organization and collective bargaining activities.

Explore two (2) potential repercussions of an organization’s interference with self-organization and collective bargaining practices. Propose three (3) ways to discourage employees from considering unionization. Then, compose one (1) strategy for championing a supportive and satisfying work environment within the organization. Select one (1) OSHA violation case, and determine whether the resulting penalties were sufficient to deter the organization in question from repeating the same violative action. Justify your response.

Outline a plan for investigating workplace injuries, and formulate a policy that explains the process for filing a worker’s compensation claim within the selected organization. Narrate each slide, using a microphone, and indicate what you would say if you were actually presenting in front of an audience. Use at least three (3) quality academic resources in this assignment. Note : Wikipedia and other Websites do not qualify as academic resources. Your assignment must follow these formatting requirements: Format the PowerPoint presentation with headings on each slide and relevant graphics (photographs, graphs, clip art, etc.), ensuring that the presentation is visually appealing and readable from eighteen (18) feet away. Check with your professor for any additional instructions. Include a title slide containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The title slide is not included in the required slide length.

Paper For Above instruction

The role of human resources (HR) in shaping organizational policies related to pay, benefits, unionization, and workplace safety is pivotal in fostering a compliant and positive work environment. As the HR Director for a hypothetical organization, this paper delineates comprehensive strategies aligning with legal frameworks such as the Fair Labor Standards Act (FLSA), Equal Pay Act (EPA), Employee Retirement Income Security Act (ERISA), National Labor Relations Act (NLRA), and Occupational Safety and Health Administration (OSHA) regulations. Furthermore, it encompasses procedures for investigating workplace injuries and managing workers’ compensation claims.

Developing Wage and Hour Policies

Creating fair wage and hour policies is fundamental to ensuring legal compliance and preventing discriminatory practices. Based on the Fair Labor Standards Act (FLSA), the standards would stipulate minimum wage rates aligned with federal and state laws, overtime eligibility for hours exceeding 40 per week at 1.5 times the standard rate, and provisions for exempt and non-exempt employees. The Equal Pay Act (EPA) mandates gender-neutral pay policies to prevent wage discrimination. To support these standards, job classifications would be clearly outlined, and regular audits would be implemented to detect and rectify any disparities.

Establishing Employee Benefits Under ERISA

Regarding employee benefits, three core offerings would include health insurance, retirement plans, and life insurance, all governed by ERISA regulations. The organization would ensure fiduciary duties are managed diligently through two primary methods: first, appointing a committee with diverse expertise to oversee plan administration; second, conducting periodic training on fiduciary responsibilities and compliance requirements. Rationalizing these approaches underscores the importance of aligning management practices with employees’ best interests while minimizing fiduciary risks.

Union Rights and Unfair Labor Practices

Section 7 of the NLRA guarantees employees the right to organize, form, join, or assist labor organizations, engage in collective bargaining, and refrain from such activities. These rights empower employees to negotiate fair wages and working conditions. Conversely, unfair labor practices (ULPs), such as employer intimidation or coercion during union organizing campaigns and prohibiting union activities, undermine these rights. Organizations must avoid ULPs because they violate legal standards and erode trust, leading to possible legal repercussions and strained employer-employee relations.

Repercussions of Organizational Interference

Interfering with employees’ right to self-organization can lead to severe consequences, including legal action resulting in injunctions, fines, and damage to reputation. It can also foster resentment and decrease morale among the workforce. To discourage employees from unionization, strategies might include enhancing employee engagement programs, improving communication channels, and offering competitive compensation packages. These approaches address underlying causes of union interest, thereby maintaining organizational stability.

Fostering a Supportive Work Environment

A strategy to create a positive work environment involves implementing transparent communication practices and recognizing employee achievements regularly. These efforts foster trust, job satisfaction, and loyalty, reducing the desire to seek union representation. Establishing open-door policies ensures employees feel heard and valued, which is central to organizational health.

Case Study: OSHA Violation and Penalties

An example of OSHA enforcement involved a manufacturing plant cited for failing to provide proper machine guards, risking worker injuries. The penalties imposed included fines intended to be punitive enough to deter future violations, but whether they were sufficient depends on factors such as the severity of potential injuries and company history of violations. In this case, the penalties appeared appropriate, as they prompted further safety investments, although continuous monitoring is necessary to prevent recurrence.

Workplace Injury Investigation and Workers’ Compensation Policy

A comprehensive investigation plan commences with immediate incident reporting and securing the scene. Evidence collection and interviews follow, with root cause analysis to prevent future incidents. The policy for workers’ compensation entails clear procedures for reporting injuries within specified time frames, documentation requirements, and follow-up protocols to ensure prompt claim processing and employee support. Educating employees on these procedures enhances compliance and safety culture.

Presentation Narration

Each slide will be narrated to elaborate on these key points, emphasizing legal compliance, ethical practices, and proactive safety and employee relations strategies. Visual aids such as graphs showing wage disparities, infographics on benefit plans, and photographs illustrating workplace safety measures will support the presentation. The goal is to convey clarity and confidence in the proposed policies and practices.

Conclusion

Effective HR policies concerning pay, benefits, unionization, and health safety foster a compliant, engaged, and productive workforce. By aligning organizational practices with legal standards and emphasizing ethical management, organizations can mitigate legal risks and promote a positive organizational culture.

References

• Becker, B. E., & Huselid, M. A. (2006). Strategic Human Resources Management: Where Do We Go From Here? Journal of Management, 32(6), 898–925.
• Dessler, G. (2020). Human Resource Management (16th ed.). Pearson.
• Kaufman, B. E. (2010). The Evolution of Employment Relations in the United States: Implications for Contemporary Human Resource Management. Human Resource Management Review, 20(3), 195–206.
• National Labor Relations Board. (2021). Employee Rights and Responsibilities. NLRB.gov.
• Occupational Safety and Health Administration. (2022). OSHA Enforcement Case Files. OSHA.gov.
• U.S. Department of Labor. (2023). Fair Labor Standards Act (FLSA). DOL.gov.
• U.S. Department of Labor. (2023). Employee Retirement Income Security Act (ERISA). DOL.gov.
• U.S. Equal Employment Opportunity Commission. (2023). Equal Pay Act Enforcement. EEOC.gov.
• Wilkinson, A., & Dundon, T. (2018). Employee Voice and Collective Bargaining: A Comparative Analysis. Industrial Relations Journal, 49(4), 301–317.
• Zhao, J., & Ren, H. (2019). Workplace Safety and Organizational Culture: A Framework for Understanding Worker Safety Climate. Safety Science, 120, 743–752.

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