1 / 44

Human Resource Fundamentals for Non-HR Managers and Supervisors Part 1

Human Resource Fundamentals for Non-HR Managers and Supervisors Part 1. Andrew Sanderbeck. Lost in the Acronyms. The “At Will” Relationship.

collinj
Télécharger la présentation

Human Resource Fundamentals for Non-HR Managers and Supervisors Part 1

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Human Resource Fundamentals for Non-HR Managers and SupervisorsPart 1 Andrew Sanderbeck

  2. Lost in the Acronyms

  3. The “At Will” Relationship

  4. In Florida, employees work "at the will" of their employers. This means, in the absence of an express contract, agreement or policy to the contrary, an employee may be hired or fired for almost any reason -- whether fair or not -- or for no reason at all. There are certain exceptions to this general rule:

  5. Wrongful Termination

  6. Protected categories as race, color, gender, national origin, religion, age, disability or marital status. - filing workers' compensation claims- attempting to enforce rights to receive overtime or the minimum wage- asserting rights to work in a safe and healthy workplace - refusing to commit criminal acts - reporting for jury duty or military service - being subject to a wage attachment for any one indebtedness

  7. You’ve been with the organization for thirty years. Your performance has always been rated outstanding. You’ve never before been accused of misconduct of any kind. Today is your day off. You just heard from a coworker that the boss says you’re no longer with the organization. The coworker says that the boss said they want to “go in another direction.” Go in another direction? After thirty years and a spotless record?

  8. Florida Employee HandbooksEmployee handbooks should be drafted according to the particular needs of each individual workplace and according to the requirements of state and federal law. Employers should try to develop policies and procedures that reflect the company's size, employee needs, and company philosophy.

  9. Electronic Communications Privacy Act

  10. Key Federal Employment Laws

  11. Key Federal Employment Laws

  12. Title VII “No-No’s”

  13. Fair Employment Practice Statutes

  14. Who’s Covered, Who’s Not

  15. Florida makes it unlawful to refuse to hire, discharge, or otherwise discriminate someone due to: Race Color Religion Sex Age National Origin Marital Status Disability Genetic information, or refusal to submit to a genetic test Sexual Orientation Gender Identity

  16. SHELTON v. UNIVERSITY OF MEDICINE DENTISTRY OF NEW JERSEY

  17. Sexual Harrasment

  18. Sexual Harassment Quiz

  19. Traditional Definitions

  20. Name the types of workplace harassment

  21. Ellerth and Faragher Cases

  22. Sexual Harassment

  23. Quick Quiz! According to ABC News what percentage of U.S. women and men report workplace harassment?

  24. Florida law does not specify a minimum or maximum age requirement to qualify for protection from Age Discrimination. If an employee or applicant believes that they have been treated differently as a result of his/her age, may file a claim. Unlike Florida law, under federal law, the Age Discrimination and Employment Act (ADEA) protects individuals 40 years and older from age discrimination in employment.

  25. Americans with Disabilities Act

  26. ADA: Who is Protected? Employment discrimination is prohibited against "qualified individuals with disabilities." This includes applicants for employment and employees. An individual is considered to have a "disability" if s/he has a physical or mental impairment that substantially limits one or more major life activities, has a record of such an impairment, or is regarded as having such an impairment. Persons discriminated against because they have a known association or relationship with an individual with a disability also are protected.

  27. A True Story About Mary

  28. Americans with Disabilities Act

  29. With or Without Reasonable Accommodation

  30. Pre-Employment Inquiries & ADA

  31. Americans with Disabilities Act

  32. Penalties for Violating the Law

  33. Family and Medical Leave Act

  34. The Family and Medical Leave Act provides an entitlement of up to 12 weeks of job-protected, unpaid leave during any 12-month period to eligible, covered employees for the following reasons: • birth and care of the eligible employee's child, or placement for adoption or foster care of a child with the employee; • care of an immediate family member (spouse, child, parent) who has a serious health condition; or • 3) care of the employee's own serious health condition. It also requires that employee's group health benefits be maintained during the leave.

  35. COBRA

  36. If you work for an employer that has over 20 full-time employees:  Then federal COBRA law applies. Florida has a law that is similar to COBRA (Continuation). Plans with 2-19 employees can qualify for up to 12 months.

  37. The Privacy Rule: What You Need to Know

  38. Workers’ compensation is an insurance program established by State law that all employers having one or more employees, full or part-time, are required to have for the benefit of their employees.  With few exceptions, every employer with one or more employees is required by law to provide workers’ compensation coverage for their employees.  An employer or employee cannot waive provisions of the Workers’ Compensation Law.

More Related