Commission Based Work Case Study

In this paper I will discuss the various aspects of a Federal Contract Specialist position and what makes it different from many other government jobs. Some people think contracting is just shopping for a living, however, it requires great skill and attention to detail. Contract Specialists must be able to communicate effectively with their customers, vendors and other contracting personnel and they must be able to accurately interpret regulations and apply them appropriately. This position is a little bit customer service representative, a little bit personal shopper and a whole lot of legal assistant.

I do not understand how can someone see people be treated the way patients at Willow brook were treated and no do anything about it. Patients at Willow brook were suffering. Seen their families talk about what they went thru made me very sad. I do not blame the parents for taking their sons/daughter to this facility. They did what they thought was right. They probably never imagined that this was going to happen. They took their children there thinking they were going to get help and get the right treatment. Thankfully some of them were taken from their families just in time, before something worst happen. The students and their parents, they were all victims of the inhumane way they were treated at Willow brook.

Note: Due to the issuance of certain new accounting literature, changes in the status of ongoing projects during the past year, or evolution of practice, the following updates to the existing cases should be noted.

The other fundamental issue that Charles raises is the treatment that the employees get from both the law and the proprietors/accounts. He says that employees in most instances are treated as property that belongs to the owner of the business and recorded as costs (salary/allowances) and not as assets. This effectively means that they are treated as things that are supposed to be minimized just like any other costs. This is a trend that needs to be changed and the employees need to be treated as cherished community together with the proprietors and the stakeholders. It should be a community that has members who are proud to be members of that particular community, allowed to express their views on issue related to them and the organization and generally have a free environment to

Given the culture these days of “No Win - No Fee” solicitors, the majority of employers have legal expenses cover that allows them to be guided through all employment issues by professionals who have the expertise in employment law. Owners/managers are advised to use this service for even the smallest employment issue as not following due process can prove costly for employers. In addition, these experts and the advice they give are non-biased and in accordance with current employment legislation.

I wanted to reach out to let you know that I am here for you and the team if you need me to assist with compliance concerns or questions. I know I have been out of commission for a few weeks on an unscheduled leave of absence, but I am back now and ready to plunge back into NERC related subject matter! I look forward to hearing from you if the need arises!

There are five areas an employer can control to ensure compliance with The FLSA to avoid claims. Firstly, it is utterly important to educate the managers on FLSA. Knowledge is power and therefore would be advantageous to managers. This also includes facilitating managers in understanding the importance of accurate timekeeping, record retention and employee classification (SHRM, 2012). This will make managers aware of their part in ensuring employer compliance. On a more specific level, employee classification is vital. Compliance evolves around proper classification of exempt and nonexempt employees based on FLSA provisions. Since there is no cut and dry rule on an employee who is covered by FLSA. It is also important to maintain updated employee records (SHRM, 2012). Information such as identity and work hours and wage information are not only mandated by FLSA but will also keep the employer in compliance. And lastly, as some major check points, double check that non-exempt employees are being compensated for all hours worked. Also ensure that any overtime is paid at one and one half times their base salary. Verify that employees are performing their jobs as assigned and working the hours designated by their supervisor.

Workers must meet their organisation’s objectives and the professional standards of their occupation which requires them to have the ability to operate within a relevant code of ethics, conduct or practice. Each organisation may have its own code of ethics or may refer to an external

As part of your Apprenticeship/NVQ you need to learn and have an understanding about Employment Responsibilities and rights (ERR).

As with all forms of employment, it is now important to keep up to date with the relevant legislation and codes of practice so as to ensure that you are

Employee's Responsibility: To take reasonable care of themselves in the workplace and to be mindful of the effects of their acts and omissions. Policies and procedures are what differentiates each workplace. Every workplace should develop and implement policies and procedures which are relevant to the individual workplace incorporating the legislation from the 2 statements. for example, a newspaper shop would have a different set of policies than a care home because there are different tasks being carried out by the staff. Ethical Issues and Research • Human rights Individuals in the European union countries have among other rights, a right to life, to be free from torture degrading treatment, and discrimination and to have their privacy respected.

However, this is not to say that due process does not include duties on the part of the employee. Employees must follow all business practices that align with their job and their position with the corporation. Breach of contract and their duties to their employer can still result in dismissal from their post.

The main purpose of this report is to distinguish and provide evidence to the fact that Anne Parish, a former employee at Ace Accident Insurance in Cairns was treated unfair by her former employer. In employment relations all employees should be treated and remunerated fairly, irrespective of them being an independent contractor or an employee (Fair Work Act, 2009).

The aim of this Assessment is to demonstrate an understanding of employment regulation and how it is enforced. Other areas covered include; how to manage recruitment, manage issues relating to pay and working time lawfully and how to ensure that staff are treated lawfully when they at work. Finally it will cover managing performance and disciplinary matters lawfully.

The contract of employment sets out the terms and conditions under which an employee will work. The contract will and should make it fairly clear what the organisation expects from the employee. It is very important for an employee to study his or her contract and to sure in keeping within its terms.