DOCSLIB.ORG

A GUIDE to the HUMAN RESOURCE BODY of KNOWLEDGETM (Hrboktm) WEBFFIRS 04/03/2017 18:59:21 Page Ii WEBFFIRS 04/03/2017 18:59:21 Page Iii

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
A GUIDE to the HUMAN RESOURCE BODY of KNOWLEDGETM (Hrboktm) WEBFFIRS 04/03/2017 18:59:21 Page Ii WEBFFIRS 04/03/2017 18:59:21 Page Iii WEBFFIRS 04/03/2017 18:59:21 Page i A GUIDE TO THE HUMAN RESOURCE BODY OF KNOWLEDGETM (HRBoKTM) WEBFFIRS 04/03/2017 18:59:21 Page ii WEBFFIRS 04/03/2017 18:59:21 Page iii AGUIDETOTHE HUMAN RESOURCE BODY OF KNOWLEDGETM (HRBoKTM) SANDRA M. REED, SPHR WEBFFIRS 04/03/2017 18:59:21 Page iv Cover design: Wiley Cover image: naqiewei/Getty Images Copyright 2017 by Human Resources Certification Institute, Inc. All rights reserved. Published by John Wiley & Sons, Inc., Hoboken, New Jersey. Published simultaneously in Canada. No part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, scanning, or otherwise, except as permitted under Section 107 or 108 of the 1976 United States Copyright Act, without either the prior written permission of the Publisher, or authorization through payment of the appropriate per-copy fee to the Copyright Clearance Center, 222 Rosewood Drive, Danvers, MA 01923, (978) 750-8400, fax (978) 646-8600, or on the web at www.copyright. com. Requests to the Publisher for permission should be addressed to the Permissions Department, John Wiley & Sons, Inc., 111 River Street, Hoboken, NJ 07030, (201) 748-6011, fax (201) 748-6008, or online at www.wiley.com/ go/permissions. Limit of Liability/Disclaimer of Warranty: While the publisher and author have used their best efforts in preparing this book, they make no representations or warranties with respect to the accuracy or completeness of the contents of this book and specifically disclaim any implied warranties of merchantability or fitness for a particular purpose. No warranty may be created or extended by sales representatives or written sales materials. The advice and strategies contained herein may not be suitable for your situation. You should consult with a professional where appropriate. Neither the publisher nor the author shall be liable for damages arising herefrom. For general information about our other products and services, please contact our Customer Care Department within the United States at (800) 762-2974, outside the United States at (317) 572-3993 or fax (317) 572-4002. Wiley publishes in a variety of print and electronic formats and by print-on-demand. Some material included with standard print versions of this book may not be included in e-books or in print-on-demand. If this book refers to media such as a CD or DVD that is not included in the version you purchased, you may download this material at http://booksupport.wiley.com. For more information about Wiley products, visit www.wiley.com. Library of Congress Cataloging-in-Publication Data Names: Reed, Sandra M., author. Title: A guide to the human resource body of knowledge / Sandra Reed. Description: Hoboken, New Jersey : John Wiley & Sons, Inc., [2017] | Includes bibliographical references. | Identifiers: LCCN 2017007870 (print) | LCCN 2017013310 (ebook) | ISBN 9781119374893 (pdf) | ISBN 9781119374916 (ePub) | ISBN 9781119374886 (cloth) | ISBN 9781119374930 (oBook) Subjects: LCSH: Personnel management. Classification: LCC HF5549 (ebook) | LCC HF5549 .R447 2017 (print) | DDC 658.3–dc23 LC record available at https://lccn.loc.gov/2017007870 Printed in the United States of America 10987654321 WEBFFIRS 04/03/2017 18:59:21 Page v As always, I must dedicate this work to C3, who continue to be the inspiration for every single decision I make. To Christopher, thank you for believing in me and celebrating the big moments in my life, even when I stubbornly cling to my wallflower status. To my Rowdy friends, thank you for force-feeding me balance (and alternative housing in rainstorms) when I need it the most. Eachofyouhasgivenmeaparticulartypeoflove,support, and encouragement, allowing me to live a life of passion. My wish for each of you is an abundance of the same. WEBFFIRS 04/03/2017 18:59:21 Page vi WEBFTOC 04/03/2017 16:20:14 Page vii Contents Acknowledgments xi Acknowledgments from the First Edition xiii About the Author xv Foreword HR Rising to the Opportunity xvii Dave Ulrich HR Career Mosaic xviii HR Certification and Competencies xix Conclusion xxiii Notes xxiii Chapter 1 The Human Resource Body of Knowledge: HRBoKTM 1 The Building Blocks 1 The HR Profession 4 The Age of Organizational Behavior 10 Structuring Human Resource Departments 11 The Development of HR Competencies 17 HRBoK TM 31 Notes 32 Chapter 2 Business Management and Strategy 33 Introduction 33 General Business Principles 35 HR as a Strategic Partner 51 Organizational Development (OD) 80 The Role of HR 98 Suggested Study or Organizational Audit Activities 106 References 106 vii WEBFTOC 04/03/2017 16:20:14 Page viii viii Contents Chapter 3 Workforce Planning and Employment 109 Introduction 111 Workforce Planning: A Cascading Strategy 111 Recruiting: Characteristics of People 124 The Separation Process 156 Metrics 157 Succession Planning 160 Global Workforce Planning 161 Suggested Study or Organizational Audit Activities 169 Notes 170 References 170 Chapter 4 Human Resource Development 171 Introduction 174 Employee Training 175 Theories of Motivation 184 Instructional Design 191 Talent Management 204 Employee Development 216 Metrics 229 Suggested Study or Organizational Audit Activities 234 Case Study—Measuring Return on Investment in HR: A Global Initiative for HR Strategy, by Jack Phillips and Patti Phillips 235 References 243 Chapter 5 Compensation and Benefits 245 Case Study—Organizational Justice: The Case for Organizational Justice, by Katrina P. Merlini 245 Introduction 250 Strategic Compensation 251 Designing Pay Systems 260 Employee Benefit Programs 269 Compensation and Benefits Outsourcing 275 Expatriate Compensation 275 Executive Compensation 279 Metrics 285 Suggested Study or Organizational Audit Activities 285 Chapter 6 Employee and Labor Relations 287 Introduction 288 Managing the Employee-Employer Relationship 289 Employee Communication and Feedback 296 WEBFTOC 04/03/2017 16:20:14 Page ix Contents ix Discipline and Terminations 300 Managing the Union Relationship 306 Suggested Study or Organizational Audit Activities 317 Note 317 Chapter 7 Risk Management 319 Introduction 321 A Focus on Compliance 322 Risk Assessments 323 Injury and Illness Prevention Programs 331 Return to Work Programs 335 A Focus on Prevention 336 Employee Communication and Safety Training 347 Risk Management Techniques 347 Metrics 348 Suggested Study or Organizational Audit Activities 348 Appendix A Alphabetical Listing of Legal Issues 351 Affirmative Action Plans (AAPs) 351 Age Discrimination in Employment Act of 1967 (ADEA) 357 Americans with Disabilities Act of 1990 (ADA) 359 Australian Federal Privacy Act of 1988 361 Civil Rights Act of 1964 (Title VII) 361 Common Law Doctrines 365 Copyright Act of 1976 369 Davis-Bacon Act of 1931 370 Drug-Free Workplace Act of 1988 370 EEO Survey 371 Employee Retirement Income Security Act of 1974 (ERISA) 374 Executive Orders 381 Fair Credit Reporting Act of 1970 (FCRA) 382 Fair Labor Standards Act of 1938 (FLSA) 383 Family and Medical Leave Act of 1993 (FMLA) 395 Foreign Corrupt Practices Act of 1977 408 Genetic Information Nondiscrimination Act of 2008 (GINA) 409 Glass Ceiling Act of 1991 410 Illegal Immigration Reform and Immigrant Responsibility Act of 1996 (IIRIRA) 411 Immigration Reform and Control Act of 1986 (IRCA) 411 International Labour Organization (ILO) 414 International Trade Organizations 415 Mine Safety and Health Act of 1977 (MSHA) 416 WEBFTOC 04/03/2017 16:20:14 Page x x Contents Occupational Safety and Health Act of 1970 (OSHA) 417 Organisation for Economic Co-operation and Development (OECD): Guidelines for Multinational Enterprises (MNEs) 430 Patient Protection and Affordable Care Act of 2010 (PPACA, ACA, Obamacare) 431 Pension Protection Act of 2006 (PPA) 432 Privacy Act of 1974 432 Privacy Shield and Safe Harbor Frameworks 433 Rehabilitation Act of 1973, Sections 501, 503, and 505 434 Sarbanes-Oxley Act of 2002 (SOX) 434 Service Contract Act of 1965 (SCA) 435 Sexual Harassment 435 Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) 439 United Kingdom Bribery Act of 2010 442 United States Patent Act of 1790 442 Wage Garnishment Law, Federal 443 Walsh-Healey Public Contracts Act of 1936 443 Worker Adjustment Retraining and Notification Act of 1988 (WARN) 444 Workers’ Compensation 445 Quick Reference Guide: Agencies, Court Cases, Terms, and Laws; General Record-Keeping Guidelines 446 Appendix B Four Steps to Domestic Certification 457 Appendix C Four Steps to Global Certification 461 Appendix D Some Questions You May Have About Form I-9 465 Appendix E Sample Affirmative Action Plan 477 Appendix F OSHA Form 300 515 Appendix G HRCI’s Ethical Standards 529 Professional Responsibility 529 Professional Development 530 Ethical Leadership 530 Fairness and Justice 530 Conflicts of Interest 531 Use of Information 531 Appendix H Glossary of Terms 533 Index 573 WEBFACK 04/03/2017 18:49:5 Page xi Acknowledgments The industry of human resources (HR) has many voices, several of which are repre­ sented in this work. The construction and deconstruction of the ideas contained here are intended to be a reflection of the work of passionate and dedicated HR practitioners around the globe. While sure to inspire conversation and debate, the primary purpose of this volume is to serve those practitioners—guiding new careers, providing insights on the application of HR principles, accompanying the preparation efforts of certifica­ tion seekers, and offering perspectives on the past, present, and future of our field. Critical to these aims are the subject matter experts who juggled tight dead­ lines, travel commitments, teaching and work schedules, the holidays, sickness, and my incessant e-mails and questions in review of the content for accuracy and clarity. While any errors to the content are certainly my own, I offer my sincere thanks to the following reviewers for their thoughtful guidance and expertise: Pantelis Markou, PhD Cameron Evans, JD Vice President of Human Resources, President Adjunct Professor of Business Evans Law Group, PC Psychology Mikimoto America Co.
Load more

Recommended publications
  • Retroactive Overtime Pay Worksheet
    FI 19 Name 07/2014 Employee Number Division of Finance Dept. Name Unit Overtime Correction for Pay Period Ending MM/DD/YYYY Correction Effective for Pay Period Ending MM/DD/YYYY Retroactive Overtime Pay Worksheet Instructions Use this worksheet when overtime was not recorded in the payroll system and the period is no longer open for retro-active entry. The form will automatically calculate the overtime amount if the 'Required Information' is entered online. Otherwise, use the 'Formulas' to manually calculate the amount. If the employee was exempt from FLSA, enter the calculated amount from Line 3. OT @ Straight Time Pay (FLSA Exempt) into the payroll system. If the employee was not exempt from FLSA, enter the calculated amount from Line 5. OT @ Time & 1/2 Pay (FLSA Non-exempt) into the payroll system. The 'Required Information' in Section 1 pertains to the 'Overtime Period' in which the hours were worked. (Usually a seven day period beginning on Saturday) This information is necessary to calculate the proper amount of overtime pay. Section 1 Overtime Amount Required Information Amount Calculations Amount Overtime Hours Worked Not Paid 1. Base Pay for the OT Period All Hours Worked in OT Period* 2. OT Rate*** (Weighted Average Overtime Rate) Regular Rate of Pay in OT Period 3. OT @ Straight Time Pay (FLSA Exempt) Other Pay Items** in OT Period (See List): 4. OT @ Half Time Pay 5. OT @ Time & 1/2 Pay (FLSA Non-exempt) *** OT Rate is greater than the regular rate if 'Other Pay' was paid Formulas 1. Base Pay = Total Hrs Worked X Regular Pay Rate + Other Pay 2.
    [Show full text]
  • Rewriting the Overtime Dialogue: Why Misclassified Reality Television Producers Are Entitled to Only Half-Time Damages Danielle C
    Cornell Law Review Volume 100 Article 5 Issue 5 July 2015 Rewriting the Overtime Dialogue: Why Misclassified Reality Television Producers are Entitled to Only Half-Time Damages Danielle C. Newman Follow this and additional works at: http://scholarship.law.cornell.edu/clr Part of the Law Commons Recommended Citation Danielle C. Newman, Rewriting the Overtime Dialogue: Why Misclassified Reality Television Producers are Entitled to Only Half-Time Damages, 100 Cornell L. Rev. 1217 (2015) Available at: http://scholarship.law.cornell.edu/clr/vol100/iss5/5 This Note is brought to you for free and open access by the Journals at Scholarship@Cornell Law: A Digital Repository. It has been accepted for inclusion in Cornell Law Review by an authorized administrator of Scholarship@Cornell Law: A Digital Repository. For more information, please contact [email protected]. \\jciprod01\productn\C\CRN\100-5\CRN505.txt unknown Seq: 1 22-JUN-15 15:20 NOTE REWRITING THE OVERTIME DIALOGUE: WHY MISCLASSIFIED REALITY TELEVISION PRODUCERS ARE ENTITLED TO ONLY HALF-TIME DAMAGES Danielle C. Newman† INTRODUCTION .................................................1218 R I. BACKGROUND: BEHIND THE SCENES OF THE REALITY TELEVISION INDUSTRY ....................................1220 R II. THE CREATIVE PROFESSIONAL EXEMPTION: ARE REALITY TELEVISION PRODUCERS “LEGALLY” CREATIVE? ............1222 R A. Treatment of Journalists ............................1223 R B. Treatment of Other Types of Employees ............1225 R 1. Graphic Consultants ..............................1225 R 2. Chefs ............................................1226 R 3. Dancers .........................................1227 R 4. Floral Designers ..................................1229 R C. Applying These Principles to Reality Television Producers ...............................1229 R III. THE SPLIT: HOW COURTS CALCULATE OVERTIME IN MISCLASSIFICATION CASES ................................1230 R A. The Fluctuating Workweek Approach ...............1235 R B.
    [Show full text]
  • Oregon Statewide Payroll Application ‐ Paystub Pay and Leave Codes
    Oregon Statewide Payroll Application ‐ Paystub Pay and Leave Codes PAYSTUB PAY AND LEAVE CODES Pay Type Code Paystub Description Detail Description ABL OSPOA BUSINESS Leave used when conducting OSPOA union business by authorized individuals. Leave must be donated from employees within the bargaining unit. A donation/use maximum is established by contract. AD ADMIN LV Paid leave time granted to compensate for work performed outside normal work hours by Judicial Department employees who are ineligible for overtime. (Agency Policy) ALC ASST LGL DIF 5% Differential for Assistant Legal Counsel at Judicial Department. (PPDB code) ANA ALLW N/A PLN Code used to record taxable cash value of non-cash clothing allowance or other employee fringe benefit. (P050) ANC NRS CRED Nurses credentialing per CBA ASA APPELATE STF Judicial Department Appellate Judge differential. (PPDB code) AST ADDL STRAIGHTTIME Additional straight time hours worked within same period that employee recorded sick, holiday, or other regular paid leave hours. Refer to Statewide Policy or Collective Bargaining Agreement. Hours not used in leave and benefit calculations. AT AWARD TM TKN Paid leave for Judicial Department and Public Defense Service employees as years of service award. (Agency Policy) AW ASSUMED WAGES-UNPD Code used to record and track hours of volunteer non-employee workers. Does not VOL HR generate pay. (P050) BAV BP/AWRD VALU Code used to record the taxable cash value of a non-cash award or bonus granted through an agency recognition program. Not PERS subject. (P050 code) BBW BRDG/BM/WELDR Certified Bridge/Boom/Welder differential (PPDB code) BCD BRD CERT DIFF Board Certification Differential for Nurse Practitioners at the Oregon State Hospital of five percent (5%) for all Nurse Practitioners who hold a Board certification related to their assignment.
    [Show full text]
  • Regulations Part 778: Overtime Compensation
    Regulations Part 778: Overtime Compensation Title 29, Part 778 of the Code of Federal Regulations U.S. Department of Labor Wage and Hour Division WH Publication 1262 (Reprinted May 2011) Material contained in this publication is in the public domain and may be reproduced fully or partially, without permission of the Federal Government. Source credit is requested but not required. Permission is required only to reproduce any copyrighted material contained herein. This material may be contained in an alternative Format (Large Print, Braille, or Diskette), upon request by calling: (202) 693-0675. Toll-free help line: 1-866-487-9243 (1-866-4-USWAGE) TTY TDD* phone: 1-877-889-5627 *Telecommunications Device for the Deaf. Internet: www.wagehour.dol.gov PART 778—OVERTIME COMPENSATION § 778.121 Commission payments—delayed credits and debits. Section Contents § 778.122 Computation of overtime for commission employees on established basic rate. Subpart A—General Considerations Subpart C—Payments That May Be Material contained in this publication is in § 778.0 Introductory statement. Excluded From the “Regular Rate” the public domain and may be reproduced § 778.1 Purpose of interpretative bulletin. fully or partially, without permission of the § 778.2 Coverage and exemptions not discussed. The Statutory Provisions Federal Government. Source credit is requested § 778.3 Interpretations made, continued, and but not required. Permission is required superseded by this part. § 778.200 Provisions governing inclusion, exclusion, only to reproduce any copyrighted material § 778.4 Reliance on interpretations. and crediting of particular payments. contained herein. § 778.5 Relation to other laws generally. § 778.6 Effect of Davis-Bacon Act.
    [Show full text]
  • 2015 Program
    Table of Contents 13 41 47 52 7 Festival Team and Special Thanks 9 Festival Details 10 Founder’s Note 13 About UNICEF: 2015 Charity Partner 14 Rachel Winter: Women in Production Panelist, Writer and Producer 17 Programmer’s Note 18 2015 Narrative and Documentary Feature Films 30 2015 Narrative and Documentary Short Films 36 Festival Village Map 40 VIP Lounge and Celebrity Gifting Suites 41 Colin Hanks: Panelist, Executive Board Member and Director 43 Panels and Workshops 51 Opening Night Party 52 Changemaker Honoree Gala 54 Alysia Reiner: Social Impact Juror, Panelist, Actress and Director 62 2015 Sponsors 63 Festival Partners 66 Special Thanks to Supporters Official Program content as of May 15, 2015 | Please visit website for Festival Updates | 5 | 7 8 | Festival details Passes and Tickets Please visit www.greenwichfilm.org for ticket information and a current schedule of events. Purchase passes and event tickets online or from our Box Office. To Purchase Website: www.greenwichfilm.org Box Office: 340 Greenwich Avenue, Greenwich, CT 06830 Monday-Friday 9-6PM Saturday-Sunday: 12-4PM Box Office Telephone: (203) 340-2735 Admission for Passholder vs. Ticket Holders Passholders are required to wear their badge at the entrance of all Festival events. Ticket holders must present their printed tickets at the entrance to Festival events. Films, Parties and Panels Film Screening Locations Cole Auditorium, Greenwich Library: 101 West Putnam Avenue, Greenwich, CT 06831 Bow Tie Cinemas, Theaters 1 -3: 2 Railroad Avenue, Greenwich, CT 06830 Panel
    [Show full text]
  • B-201250,B-201252,B-203524,B
    U - ~~~~ / ~~ 0?~/~' THE COMPTRO ER GENERAL DECISION & |FO THE UNITED STATES WASHINGTON, D. C. 20548 FILE: B-201252, B-201250, DATE: September 22, 1981 B-203524, and B-204298 MATTER OF: James Jones, et al. - Overtime pay - Evidence to support claim DIGEST: In the absence of official records, claimsI of Army employees for overtime pay may be paid under best available evidence rule to the extent that the work schedules substan- tiate the employees' claims. The issue presented here is whether the evidence submitted by 22 employees of the Food Service Division, Womack Army Hospital, Fort Bragg, North Carolina, for overtime pay, for the years prior to 1975, is suffi- cient to support their claims. For the reasons set forth below, we hold that the evidence is sufficient to support payment of the claims. These claims arose out of our decision, Council and Washburn, 58 Comp. Gen. 347 (1979), in which we held that these same employees who frequently worked two 8-hour shifts within a 24-hour period, but not within the same calendar day, were entitled to over- time compensation for work in excess of 8 hours during the "day" which was defined in the collective-bargain- ing agreement. The record showed that since 1968 the Food Service Division scheduled its employees on an "early/late" tour of duty involving two overlapping shifts, 0500 to 1330 and 1100 to 1930 daily. It was determined that approximately four times per pay period, employees who worked the 1100 to 1930 shift one day would work the 0500 to 1330 shift the fol- lowing day.
    [Show full text]
  • 2019 Status Report on Trafficking in Human Beings in the Czech Republic
    2019 STATUS REPORT ON TRAFFICKING IN HUMAN BEINGS IN THE CZECH REPUBLIC Crime Prevention Department Prague 2020 1 ObsaH: INTRODUCTION ............................................................................................................................ 3 1. OVERVIEW OF THE CURRENT SITUATION AND TRENDS ................................................. 4 2. CRIMINAL STATISTICS ......................................................................................................... 5 2.1 Number of detected crimes ........................................................................................ 5 2.2. Perpetrators in criminal proceedings ........................................................................ 5 2.3 Selected case studies ................................................................................................ 6 2.4 Victims of trafficking in human beings........................................................................ 6 2.4.1 Victims in criminal proceedings ........................................................................... 6 2.4.2 Potential victims and the Program for the Support and Protection of Victims of Trafficking in Human Beings ........................................................................................ 7 2.5 Care for victims of trafficking in human beings .......................................................... 7 3. RELATED CRIME AND ACCOMPANYING PHENOMENA ..................................................... 8 3.1 Situation in the area of prostitution ...........................................................................
    [Show full text]
  • Terms Used on the Leave and Earnings Statement
    TERMS USED ON THE LEAVE AND EARNINGS STATEMENT ITEM TERMS MEANING Item 10 FLSA CATEGORY E=An FLSA exempt employee is one who is not covered by the minimum wage and overtime provisions of the Fair Labor Standards Act (FLSA or Act) N=An FLSA nonexempt employee is one who is covered by the minimum wage and overtime provisions of the Act. Fair Labor Standards Act (FLSA) Fact Sheet (NIH Only) Item 11 SCD LEAVE Service Computation Date used for annual leave accrual purposes Item 12 MAX LEAVE CARRY OVER Maximum hours of annual leave that you can carry over to the next year Item 13 LEAVE YEAR END The last day of the current leave year Item 14 FINANCIAL INSTITUTION - NET PAY Where your salary payment is deposited Item 15 FINANCIAL INSTITUTION - ALLOTMENT #1 The institution where your allotment is deposited Item 16 FINANCIAL INSTITUTION - ALLOTMENT #2 The institution where your allotment is deposited Item 17 • TAX • Line 1 contains “FED” for Federal tax; Line 2 contains state taxes currently being • MARITAL STATUS withheld, if applicable • EXEMPTIONS • M= Married; S= Single • ADDL • Reflects the number of exemptions you chose • Additional withholding you elected, if any Item 18 • TAX City, county, or other local tax information • MARITAL STATUS • Code identifying the taxing authority • EXEMPTIONS • M= Married; S= Single • ADDL • Reflects the number of exemptions you chose • TAXING AUTHORITY • Additional withholding you elected, if any Note: This block is normally blank Item 19 CUMULATIVE RETIREMENT Reflects your contributions to your retirement
    [Show full text]
  • Randall C. Schauer Partner
    Randall C. Schauer Partner [email protected] Exton, PA Tel: 610.458.4967 Fax: 610.458.7337 Randy's practice focuses on all aspects of labor relations and employment law. He handles the full spectrum of the employment relationship from pre-hire procedures to post-termination closure, including unemployment compensation and statutory compliance issues such as Title VII, ADA, FLSA, FMLA and OSHA compliance. Randy negotiates, drafts, and enforces contracts protecting client's rights in all aspects of the employment relationship, including employment and separation, confidentiality and non-competition, intellectual property protection, and independent contractor arrangements. On the labor side, Randy has negotiated Collective Bargaining Agreements and has represented management in grievance arbitrations. He also counsels employers on union avoidance strategies and tactics. He has also successfully served as a private mediator to parties involved in employment disputes. Randy has extensive litigation experience and has successfully tried numerous jury and bench trials to verdict, including injunctive relief. He has been lead defense counsel in several collective actions under the FLSA. He has argued appeals before all Pennsylvania appellate courts, as well as the Third and Fourth Federal Circuit Courts of Appeals. Randy has represented employers before various administrative agencies such as the EEOC, the Pennsylvania Human Relations Commission, OSHA, and the NLRB, among others. Services • Labor & Employment • Cannabis Law • Class Actions • Employment Class Actions • Employment Counseling, Policy Development & Audits • Employment Litigation • Employment Training • Sexual Harassment Prevention Training • Wage & Hour Law • Workplace Safety & Health • Property Tax Before Fox Rothschild Randy returned to Fox Rothschild after having served as Chair of the Labor & Employment Group at another large area law firm.
    [Show full text]
  • 11/14/13 Complete List Family & Community Resource Center
    11/14/13 Complete List Family & Community Resource Center Special School District of St. Louis County 12110 Clayton Road St. Louis, MO 63131 314-989-8438/989-8108/989-8194 A+ Guide to Transitions from High School to College for Special Education. (2001/video/50 minutes) (2000/DVD) A "college prep" video for parents and students. Teachers, parents and school administrators describe the transition process and offer their best advice for having a positive experience. A is for All Aboard! Paula Kluth & Victoria Kluth (2010) Grades K and up. Fun facts, vibrant art, and in-the-know slang about trains. (32 pages) A is for Autism, F is for Friend. Joanna L. Keating-Velasco (2007) Grades 3 and up. A kid's book on making friends with a child who has autism. (54 pages) The ABA Program Companion: Organizing Quality Programs for Children with Autism and PDD. J Tyler Fovel, MA. (2002) Helps the reader integrate important theories and concepts from ABA into powerful, practical and comprehensive educational programming, from assessment through program methodology and evaluation of results. Manual & CD. The ABCs of Autism. M. Davi Kathiresan (2000) Grades K and up. This book was written to educate families, children and professionals and make them aware of the skills, strengths and capacities of persons with autism. ABCs of Emotional Behavioral Disorder. (video) (2004) (35 minutes) Outlines a best practice approach to successfully integrate elementary and middle school students with Emotional or Behavioral Disorders into the educational mainstream. ABC’s of Inclusive Child Care. (video) (1993) (14 minutes) Resource to encourage child care providers to accept children with developmental disabilities and to increase public awareness of the capabilities of individuals with disabilities.
    [Show full text]
  • Payroll Compliance & the Fair Labor Standards Act Post Flores
    Payroll Compliance & The Fair Labor Standards Act Post Flores League of California Cities Municipal Finance Institute | December 13, 2018 Presented by: Richard Bolanos and Nicholas Briscoe Payroll Compliance & The Fair Labor Standards Act Post Flores League of California Cities Municipal Finance Institute | December 13, 2018 Presented By: Richard Bolanos and Nicholas Briscoe Agenda • Basic Requirements of FLSA • Common Payroll System Errors • Critical FLSA Compliance Considerations • Tips for Success 2 #1 Take-Away From This Presentation Do Not Rely On a Payroll Vendor for Public Sector FLSA Compliance Expertise – Develop agency’s FLSA concerns and present them to your vendor at the outset – Build in time to test new system on the proposed solutions to your areas of concern – Ultimately, the agency has the legal responsibility to ensure FLSA compliance 3 Basic Requirements of FLSA Basic Requirements of FLSA • Pay minimum and overtime wages when due – “Straight time” for every hour actually worked up to maximum hours threshold – 1.5 x the regular rate for hours actually worked in excess of OT threshold – Wages are due on the regularly scheduled pay day – Late payment = failure to pay – FLSA compensation owed is measured on a workweek / work period basis (no offsetting) 5 Basic Requirements of FLSA • For a payroll system to pay minimum and overtime FLSA wages when due, it must – Accurately measure hours worked – Measure overtime hours on a workweek / work period basis – Correctly calculate and pay overtime compensation due 6 Common Payroll
    [Show full text]
  • Autistic Subjectivities: a Critical Narrative Analysis of the Stories of Women Who Self- Identified As Autistic in Adulthood
    Autistic Subjectivities: A critical narrative analysis of the stories of women who self- identified as autistic in adulthood Jacqui Pearse A thesis submitted in partial fulfilment of the requirements of the University of the West of England, Bristol for the degree of Professional Doctorate in Counselling Psychology Faculty of Health and Applied Sciences July 2020 Abstract Until recently, autism was assumed to be a predominantly male phenomenon, but a growing number of women are now identifying as autistic in adulthood after many years of unexplained difficulties in their everyday lives. The findings of the few studies in this area indicate that ‘late diagnosed’ autistic women commonly report a longstanding sense of ‘difference’, accompanied by efforts to conform to social norms and an increased vulnerability to mental health difficulties. To date, however, little attention has been paid to the potential implications for autistic women of dominant androcentric and deficit-focused constructions of autism. The present study employed a critical narrative methodology to explore this by examining the ways that discourses of autism are deployed and/or resisted within the autobiographical stories of women who identified as autistic in adulthood. Narrative interviews were conducted with five women in order to explore the experiences that led to them identifying as autistic in adulthood, and the significance of this for their lives subsequently. The narrative analysis of the interview data was informed by critical realist and social constructionist perspectives, which view personal meaning making as socially mediated and culturally situated. It was found that dominant negative and androcentric discourses initially rendered autism unavailable to participants as a hermeneutic resource but that this changed when they discovered an alternative construction of autism which construes it as a valuable facet of human diversity.
    [Show full text]