Employment Law for Human Resource Practice (South-Western by David J. Walsh
By David J. Walsh
As a destiny supervisor, you must understand what is going to be vital to you on your upcoming profession. David Walsh's Employment legislation for Human source perform explains the most important matters and ideas of employment legislation and what those suggest for human source perform in a manner that is smart for businesspeople. His technique, which follows the employment existence cycle from the hiring procedure, to dealing with staff, to terminating employment, is apparent and simple to appreciate. consistently aware of stating what's going to be vital to you sooner or later, this booklet comprises clippings of present information tales and occasions, hypothetical occasions, and genuine circumstances that can assist you know how the legislations applies to every degree of employment. useful suggestion for what to do as a supervisor is comfortably summarized on the finish of every bankruptcy. Employment legislations for Human source perform supplies all you must reach category and give a contribution in actual international employment settings.
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Additional info for Employment Law for Human Resource Practice (South-Western Legal Studies in Business Academic)
Example text
Procedures for Enforcing Employment Laws Simply conferring rights on employees is not enough. Means of enforcing those rights must be available when employers do not comply with the requirements of the law. TV lawyers get cases and emerge victorious—largely by dint of their rousing courtroom oratory—in the space of single episodes. In the real world, the process of resolving employment disputes is anything but simple and quick. A wide variety of enforcement procedures exist for bringing and resolving claims related to violations of employment laws.
For one thing, employment levels can change rapidly. A smaller company could easily vacillate above and below the minimum number of employees specified in a statute. When must the employer have the requisite number of employees? At the time of the alleged violation? When the claim is filed? Over some longer period of time? Another set of questions in regard to size stems from the use of different types of employees. How, for example, should part-time employees be counted? Temporary workers? Congress addressed these questions partially in Title VII of the Civil Rights Act of 1964 (parallel language appears in other employment statutes).
In sum, we hold the trial court correctly dismissed Employee’s Petition for failure to state a claim. Employer/Bank did not violate public policy when it conditioned Employee’s employment upon Employee’s abandonment of his counterclaim pursuant to the Open Records Act against the Employer/Bank’s customer. * * * CASE QUESTIONS 1. What was the legal issue? What did the court decide? 2. Why do you think the bank terminated this employee? Do you think it had a good reason for doing so? Legally speaking, does it matter whether the bank had a good reason to discharge him?