Describe the different categories of employees (full- and part-time employees, independent contractors, temporary employees, interns, students, volunteers, and partners).
Create a 3–4 page employment analysis for an organization.
Introduction
In this assessment, you will complete an employment analysis and explore best practices.
Employment laws are based on the premise of the existence of an employment relationship. Defining whether an employment relationship exists between an employee and employer can be challenging in today’s workplace, because there are so many different forms of employment. Regular, full-time employment used to be the norm. Today, companies hire part-time, temporary, or contract employees; this has impacted the legal rights of the employees performing the work. These alternative work arrangements are often referred to as contingent, or nonstandard, work.
It is important for HR practitioners and members of management to understand employment relationships and the classification of employees because this can have a significant impact on the way an employee is paid. This also affects the application of employment laws.
This assessment delves into the different types of employment relationships that exist today. Classifying an employee’s status can be almost as important as defining the tasks of the job, especially when courts must interpret the law. In this assessment, you will examine the primary types of work agreements—from handshake and contract, to employment-at-will, to temporary employment.
When work needs to be done, hiring the right person is usually foremost on the mind of the employer. How that person is classified once hired, typically, is the responsibility of the HR department. Often that classification may become the single most important factor in resolving workplace disputes. In this assessment you will review the various types of hiring considerations.
The most prevalent understanding between an employer and an employee is set at the point of hire, by an agreement to pay a certain wage for a given piece of work under certain terms and conditions. The earliest agreements were based on a symbolic handshake and the bond between the two parties. That symbolic handshake is the basis of employment contracts today, but the symbols and terms have changed considerably.
Instructions
In this assessment, you have been tasked as the HR generalist to train new managers on the background to employment analysis. Write a 3–4 page overview based on best practices and approaches for either “Sweet Delights Bakery” or an organization of your choice.
In your paper:
Describe the different categories of employees (full- and part-time employees, independent contractors, temporary employees, interns, students, volunteers, and partners).
Select two main roles in your organization and explain how you determined the employment status of each position. Simply labeling an employee as full time or a contractor does not determine status.
Discuss the practices the company should avoid when employing contractors.
Analyze two types of protected classes under federal antidiscrimination statutes. Why are these liabilities for the company?
Consider neutral requirements or practices in recruitment. Why are these a risk for the company?
Be sure to communicate in a manner that is scholarly, professional, and consistent with expectations for members of the HR profession.
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.
Review the Employment Analysis Scoring Guide to familiarize yourself with the required criteria for this assessment.
Competencies Measured
By successfully completing this assessment, you will demonstrate your proficiency in the course competencies through the following assessment scoring guide criteria:
Competency 2: Analyze trends and changes in the laws on diversity, gender, and harassment.
Analyze two types of protected classes under federal antidiscrimination statutes. Discuss why these are liabilities for the company.
Discuss why neutral requirements or practices in recruitment are a risk for the company.
Competency 4: Determine the impact of employment laws on the policies that support an organization’s mission, vision, and values.
Describe the different categories of employees.
Select two main roles in the organization and explain how the employment status of each position was determined.
Competency 5: Create strategies for recovery from exposure to liabilities.
Discuss the practices the company should avoid when employing contractors.
Competency 6: Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the human resource profession.
Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the human resources profession.
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