Paperwork And Orientation : Federal And State Laws

Lopatka (2014) explains that in composing handbook rules and policies using creative drafting employers find innovative ways to persuasively appeal to the emotional and mental senses of employees, with the goal of protecting the employer’s legitimate interests (p.74). By standard, personnel handbooks serve as written documentation of workplace policies that govern expected behavior and procedures within the workplace. However, in some cases, handbooks formulate contracts between the employer and employee.

The main features of legislation relating to contracts of employment are outlined in the terms and conditions within a contract of employment. Information about this is included in the handbook for the NJC currently known as the Green Book. Contracts help to protect the rights and responsibilities of both the employer and the employee. Contracts must contain general information about the employee and the employment in which they have been employed: this includes information on the employee's name, date of commencement of employment, position appointed ,employment conditions, rights and responsibilities of the employee, expected duties and information on grade and point scale in relation to pay. Employees are expected by law to follow the terms set out in their contract until employment is terminated by either party.

The PDF file name indicates the handbook was published on September 24, 2015. Primary sections of the handbook include Employment, Employment Relations and Communications, Compensation and Benefits, Leaves and Absences, Complaints and Grievances, Employee Conduct and Welfare, General Procedures, and Termination of Employment. The handbook provides a summary of policies fully outlined in the district’s Board Policy Manual. The content in the policy manual is derived from “state and federal laws, case law, Attorney General opinions, State Board of Education Rules, governmental regulations, and local requirements of the District” (Del Valle Independent School District, 2015, pg.

In 1980, a precedent was set in a Michigan court case involving a man named Charles Toussaint who was suing his employer, BlueCross Blue Shield, for wrongful termination based on the guidelines set in the employee manual (Alfred and Bertsche 33). The manual stated that employees would only be terminated for just cause, and the court decided that Blue Cross had violated the agreements in the employee manual (34). The court also ruled that even with Blue Cross’s efforts to provide a document that “issued non-binding guidelines” the employee manual was a contract and Toussiant was wrongfully terminated (34). After the precedent set by this case many employers and employees for that matter were reviewing their employee manuals for the type of

One of RAPIDS’s foundational barriers against lawsuits is to approach the business with an attitude of prevention. A few of RAPIDS’s policies will be to implement a three day orientation session and to require each employee to read the employee handbook. All employees who are hired will be required to attend this session and will be subsequently tested to ascertain that

In this memo I will be providing employment law compliance plan for Marylee Luther, a human resources director who is preparing Clapton Commercial Construction for an expansion. Clapton Commercial Construction is currently located in Michigan with 650 employees and looking to expand to Arizona with an employee growth of 20% in the new location. This memo will provide a complete description about the employment laws and how they are applicable to Clapton Commercial Construction expansion. I will also briefly discuss the possible penalties and consequences for non-compliance with these laws. There are five laws in particular that I believe to be most applicable to Clapton Commercial Construction which I will be address in this memo. The five laws are:

Marie Jansen (“Ms. Jansen”), is a Junior Recruiter at Sourceline Employment Services, Inc. head-hunting at the executive level. Ms. Jansen was a clerical assistant in the Human Resources office at Hamilton Investments, until 6 months ago or so, until late October 2015. Ms. Marie was there about 3 years. Among Ms. Jansen’s functions was that if someone signed a contract or a form that was supposed to be dropped off at Human Resources she was supposed to get this. It was customary for Ms. Jansen, with forms, to Xeroxed those forms, and placed the originals in the proper mailbox, depending on what it was. Then she always placed copies, or the originals if that was more appropriate, in the employee's file.

I have made an employer pack for each place of employment to have on site. This

Employees with two or more jobs or with a spouse who also is employed must complete the

employee orientation will cover topics that may answer questions about getting started with our company. You will receive an email invitation with the link to Webex and the phone number to dial into the conference call.

I have chosen occupational therapy as a career because of my family experiences, volunteer work, and my personal skills and qualities that I believe will contribute to my success as an occupational therapist. Occupational therapy has interested me from a young age because my mom, who is an occupational therapist, inspired me and instilled a passion within me for helping others. I have always been interested in pursuing a career in the health field where I am able to put my sills to great use in order to help other people. I am also drawn to occupational therapy because of the amount of variety within the profession. I love that occupational therapists have a wide range of populations to work with, as well as settings and specializations that they can chose to pursue. I also like how holistic and patient centered the therapist’s approach is while helping patients. For me, the biggest reason that I would to be an occupation therapist is because of the opportunity

Orozco does a great job of illustrating these perks during the story, which are described throughout the narrative, specifically towards the middle part of “Orientation”. After almost two pages of describing the warnings about what to do and not to do, it seems that the person conducting the orientation begins to utilize the technique of explaining the good things the company and the office had to offer to him. He or she started unfolding their “comprehensive health plan” (Schilb and Clifford 34). The narrator shows the trainer explaining that this plan was to completely cover “any catastrophic illness and unforeseen tragedies”, and that “all dependents were completely covered.” (Schilb and Clifford 34)

You are the new HR manager for this fictitious (private sector) company, which has hundreds of employees and is clearly obligated under Title VII and other major employment regulations. Rather than starting over from scratch with a brand new application form, many HR managers would likely take a look at the existing form first.

The American employment laws are designed to foster human dignity and in the process provide employees with various tangible benefits. It is therefore expected for employees to be on the forefront in supporting and adhering to them. Likewise if an organization applies effectively these laws, it can benefit massively from dynamic, healthy, motivated, and productive employees. It therefore goes without saying that managers, just like employees, should promote these laws and thus ensures the organization conforms to them. Generally these laws govern the workplace actions of employers and employees. It ensures a fruitful and legally conducive environment and relationship exists between these two parties, and within employees

This checklist aims to help the manager conduct an effective orientation to the new employee on his/her first day of work.