Category: Business

Remove AI completely and dont change my content .make sure you pass the work through grammarly , no grammatical errors also change my references to be from 2020-2026

Assignments to complete this week:

• Post DQ Answers by Thursday at 11:59 p.m.

• Career Exploration Discussion Question CLO 1, CLO 3, CLO 4, CLO 5Review the link on Career One Stop to explore two professions you are curious about at:

• In your discussion post address the following:
  • Which 2 professions did you select? Elaborate how and why you chose your two professions.
  • What would be 1 challenge and 1 benefit to the two professions you selected?
  • Did the videos help provide more clarity on alternative career paths you may take?
  • CHALLENGE: If you were to select one of two professions you chose to explore, is there someone in your network (or your network’s network) for more information? Explain.
• Please be sure to respond to a peer.

answer all questions in tutorial, around 300 words

list three takeaways from class in week 7 from the powerpoint

Research an organizational crisis and write 1,000 words or more on Canvas about why you thought the organization responded well or poorly. Do not use Ai and provide me with reference.

Create a 34 page paper preparing a manager with the necessary documents required when considering terminating an employee.

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Introduction

In this assessment, you will prepare a manager with the necessary documents required to terminate an employee.

Wrongful termination occurs when employment is terminated for illegal reasons or if company policy is violated when the employee is fired. HR practitioners and members of management need to be informed about how to properly handle the termination process to ensure that the employee’s rights are not violated, and to ensure that the organization avoids a potentially costly wrongful termination lawsuit.

Generally, most employees are considered to be covered under the contractual “employment at will” relationship (except those covered by a collective bargaining agreement), which means an employer can terminate employment at any time, for any reason. However, wrongful termination can exist if discrimination is involved in the termination decision or if due process is not followed during the termination process.

During this assessment, you will explore topics related to termination in the workplace. You will consider what is permissible under the law as a rationale for termination and you will consider termination as it relates to employment at will versus contract relationships. You will also consider the impact of employment at will and the effect it has on an employer’s liability for wrongful termination.

In this assessment, you will review the employment laws considered for each of the topics presented in this course. Termination is never easy for anyone involved, but at times is necessary for the efficiency of the company. In this scenario, as an HR generalist, you have been tasked with preparing a manager with the necessary documents required to terminate an employee.

Consider the following scenario:

Sam has been an employee with the agency for almost a year. He is often late for his shift and his work products are less than stellar. He often gets into verbal arguments with coworkers and has been warned several times about his conduct. The manager now informs you that while in his office he heard a loud bang. He went to investigate only to realize that Sam had smashed his computer on the floor because he could not get an application to work. The manager felt that Sam has violated company conduct policies and wants to terminate him.

In a 34 page paper:

• Describe constructive discharge. How does this differ from wrongful termination?
• Analyze the policy and procedure used in the event of an employee termination.
• Describe the elements of due process and just cause. Do you feel that all employers should meet these standards before terminations can take place?
• Explain whether the employment-at-will with exceptions standard provide sufficient protection for employees.
• Explain the process to ensure employees’ rights are not violated.
• Discuss the steps the manager should follow after a termination decision has been made, and how the termination should be handled.

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 section of the Writing Center for guidance.
• References: A minimum of three scholarly references.
• Length: 34 typed, double-spaced pages, excluding title page and reference page.
• Font and font size: Times New Roman, 12 point.

Competencies Measured

By successfully completing this assessment, you will demonstrate your proficiency in the course competencies through the following assessment scoring guide criteria:

• Competency 1: Examine the effect of the employment process on current work environments.
  • Analyze the policy and procedures of employee termination.
  • Describe the differences between constructive discharge and wrongful termination.
  • Describe the elements of due process.
  • Explain employment-at-will procedures.
  • Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the human resources profession.

Create a 34 page paper developing a compensation and benefits plan for potential new hires.

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Introduction

In this assessment, you will develop a compensation and benefits plan for potential new hires.

Your challenge is to review pay and benefits issues as they relate to the law and why it is necessary for hiring managers to understand these policies. You will review the issues of pay and benefits and how they can be some of the most prevalent issues in human resources today.

Pay and Benefits

Fair compensation for a fair day’s work seems a relatively straightforward concept, but it only takes one glance at a newspaper to see that the stories of inflated chief executive pay, lost pensions, and deferred benefits have become serious concerns.

This assessment examines how these policies are administered and the decision-making process behind them. While many may have been embroiled in the topic of how much CEOs are paid, you will be more concerned with how the payment structure was set up, who decided it, and whether it was within the policies of the organization and the laws protecting every employee in their employee agreement.

Employment Law Violations

It seems that one of the most widely publicized employment law violations relates to companies who fail to properly pay overtime to their employees. We see commercials on television related to this topic, and well-known companies are often in the news for violating this law.

Most employers are required to pay overtime according to federal and state law. Overtime is 50 percent of the employee’s hourly wage, which means the employee is paid “time and a half” for each hour of overtime worked. There are many exceptions to overtime laws, but generally speaking, employees eligible for overtime are “nonexempt” employees, and those not eligible for overtime are “exempt” employees.

Most state and federal laws set a weekly overtime standard. This means that non-exempt employees who work more than 40 hours per week are to be paid overtime for all time worked above 40 hours. Some states (such as California) have daily overtime standards in addition to the weekly standards. This means that non-exempt employees are paid overtime for all time worked above eight hours per day, even if they do not work 40 hours in a week.

It is essential for HR practitioners, and all members of management, to understand how to properly classify employees and accurately record their time to avoid these types of violations. The laws are complex and can be somewhat confusing because of the number of exceptions to the rules.

In addition, HR practitioners are involved in ensuring appropriate compensation for employees. Understanding the employees job duties, the knowledge and skills needed to perform those duties, and their market value is essential knowledge for HR practitioners.

For this assessment, as the new owner of the “Aqua Irrigation Force” or your selected organization, you will need to develop the compensation and benefits plan for your potential new hires. As a franchise, you have just opened your company in a residential area and need to hire new workers. You will need to consider the location and the size of the company to complete this task.

In a 34 page paper:

• Select a position and determine the roles and responsibilities that are required.
• Explain the law that regulates paying minimum wage and overtime pay, considering that determining an employee’s salary is a significant factor for any position. Explain the law that regulates paying minimum wage and overtime pay. Address the following in your analysis:
  • What is the minimum wage in your community where the Aqua Irrigation Force, or your selected company, is located?
  • What is the requirement for the employer regarding pay when employees need to work more than 40 hours in a week?
• Describe the benefits that a company has to provide to an employee.
  • Explain the duties of a fiduciary and the role this plays in your company.
  • Discuss the requirements for companies that offer pension plans.
  • Describe wellness plans. What should they offer and what benefits do they provide to both companies and employees?

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 section of the Writing Center for guidance.
• Length: 34 typed, double-spaced pages, excluding title page and reference page.
• Font and font size: Times New Roman, 12 point.

Competencies Measured

By successfully completing this assessment, you will demonstrate your proficiency in the course competencies through the following assessment scoring guide criteria:

• Competency 1: Examine the effect of the employment process on current work environments.
  • Select a position and determine the roles and responsibilities that are required.
  • Describe the benefits that a company has to provide to an employee.
  • Explain the law that regulates paying minimum wage and overtime pay. Discuss the minimum wage or requirements for pay over 40 hours a week.
  • Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the human resources profession.

Create a 46 page paper preparing a manager to hire new employees.

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Introduction

In this assessment, you will prepare a hiring manager to recruit for a position of your choice.

Employers often use employment tests to screen applicants and to assist in selecting the most qualified individual for the job. They can be very effective tools. There are many different types of tests, including cognitive tests, credit checks, criminal background checks, and medical examinations.

However, it is important to understand the legalities of these employment tests. Their use can violate antidiscrimination laws if an employer uses them to discriminate based on race, color, sex, national origin, religion, disability, or age (40 or older). The use of these tests can also violate antidiscrimination laws if they disproportionately exclude people in a particular protected group, unless the employer can justify the test or procedure under the law.

In Assessment 1, you reviewed the categories of positions that you would hire and select for your company. This assessment introduces you to some of the issues that relate to the selection process and to the monitoring of behavior to sustain good decisions and prevent wrongdoinga key concept in this course on legal issues. You will begin by looking at the details of the law. You will discern which practices are effective and which only cause extra work when working within the intent of the law.

Employment Policies

Employment policies are the first topic. Many of the earliest contracts were based on a handshake and the trust between two people. However, not everyone was trustworthy. Therefore, it was natural that a system of checks and balances emerged to bolster the contractual arrangement as well as mediate conflict and punish wrongdoing. It is no different in today’s environment. Setting up appropriate criteria and using those criteria to make the best decisions is an ongoing challenge.

Diversity

Diversity in the workplace refers to the variety of differences between people within an organization. Diversity encompasses many factors, including race, age, ethnicity, religion, and education. The topic of diversity has had a significant influence on policy and law creation and development, and an organization’s success today largely depends on its ability to embrace and manage diversity effectively.

In this assessment, you will examine the impact various recruitment methods have in the workplace by discussing the processes used by companies during the hiring process. You are also encouraged to consider affirmative action, diversity, and Executive Order 11236.

Preparing for recruitment involves several mandatory steps to prevent liabilities to the agency. This includes considering recruitment methods, screening exams, and background checks. However, it is important to understand the legalities of these processes. Their use can violate antidiscrimination laws if an employer uses them to discriminate based on race, color, sex, national origin, religion, disability, or age (40 or older). Unless the employer can justify the test or procedure under the law, the use of these tests can also violate antidiscrimination laws if they disproportionately exclude people in a particular protected group.

For this assessment, as the HR director of “For The People IT Design Center” or your selected organization, prepare the hiring manager to recruit for a position of your choice.

In a 34 page paper:

• Compare the different types of recruitment methods. Select one to use in your company and describe why this is your chosen method.
• Compare two different employment screening exams required for job-relatedness and business necessity.
  • How will you show evidence of job relatedness (validity) for each test?
  • What is the purpose of content validity tests?
• Analyze the legalities of the employment screening exams used during the hiring process.
• Discuss the policies and practices that should be in place for internal candidates applying for the position.
• Describe inadvisable preemployment inquiries as you are preparing for the interview phase. Explain how these could lead to hiring liabilities and what policies you will have in place to avoid any perceived risks.
• Describe what should be included in the offer to the selectee. Describe your documentation process and explain how long documents should be retained.

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 section of the Writing Center for guidance.
• Length: 34 typed, double-spaced pages, excluding title page and reference page.
• Font and font size: Times New Roman, 12 point.

Competencies Measured

By successfully completing this assessment, you will demonstrate your proficiency in the course competencies through the following assessment scoring guide criteria:

• Competency 1:Examine the effect of the employment process on current work environments.
  • Compare the different types of recruitment methods. Select one to use in the company and describe why this is the chosen method.
  • Discuss the policies and practices for internal candidates applying for the position.
  • Compare two different employment screening exams required for job-relatedness and business necessity. Discusses how it will show evidence of job relatedness (validity) for each test. Discusses the purpose of content validity tests.
  • Analyze the legalities of the employment screening exams used during the hiring process.
  • Describe what should be included in the offer to the selectee, describe the documentation process, and explain how long documents should be retained.
  • Describe inadvisable preemployment inquiries, explain how these could lead to hiring liabilities, and include the policies that have to be in place to avoid any perceived risks.
  • Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the human resources profession.

Write a leader guidebook of best practices for new supervisors in your current organization or an organization with which you are familiar.

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Introduction

This assessment provides you with the opportunity to demonstrate a solid theory of leadership in a practical application that you can use in your organization.

The resources provided in this assessment cover both change renewal and chaos. Even though we fear change and long for the comfort of equilibrium, this closed and insulated stance means choosing to wear down and decay. When allowed to grow and evolve, living systems integrate diverse information through open feedback loops. Through self-referencing of values, traditions, aspirations, competency, and culture, systems recreate themselves in similar shapes. A leader’s role is to invite disturbance, to create dangerously, because disturbance leads to disequilibrium and, therefore, growth and resilience.

By choosing to openly engage with change and remembering identity, leaders can increase speed to market and shape consumer preference. Although counterintuitive, the more freedom allowed in a self-organizing system, the more creative and adaptive it can be. Most innovation to the marketplace occurs through the adaptation to a customer’s request by one or two individuals. Information, rather than needing to be managed, needs to be shared and processed to increase awareness and consciousness of complexity and ambiguity. In the absence of information, people make it up. They will make their own meaning.

It seems the leader’s role is to openly invite new and disturbing information and to allow the organization to learn, make sense of, and respond or adapt to a changing environment, trusting self-referencing and stressing long-term identity.

The resources in this assessment also explore the paradox of order and chaoshow, over time and with a perspective toward wholeness, what might appear as chaos begins to build up a repeatable pattern of the strange attractor. In human systems, meaning, purpose, and mission are the organizing principles. Even a small change may result in a big impact on the whole system, and it is sometimes the slow but constant factor that is the unseen danger. So it is a combination of a leader holding tightly to vision and values while allowing individuals the freedom to act.

Imagine it is your job to write a leader guidebook for new supervisors in your current organization or an organization with which you are familiar, based on a leadership theory. Your guide should include the following:

• Descriptions of effective best practices and day-to-day behaviors that leaders should follow for planning, measuring, motivating people, managing change and information, designing jobs, and encouraging relationships.
• Descriptions of ineffective practices that leaders should avoid in order to be successful.
• Explanation of the importance and implications of the leadership theory to the success of the enterprise.
• Examples and explanations for the positions you take.

Additional Requirements

• Length: Your leader guidebook should be double-spaced and long enough to meet the expectations of the assessment and scoring guide criteria.
• Font and size: Use a standard fonteither Times New Roman or Arial. The font size must be 12 point.
• Margins: The paper margins should be 1 inch on each side.
• Components: Include a title page, table of contents, and reference page.
• Formatting: APA format is required for all aspects of your guidebook, including citations and references. Your writing should be well organized and clear. Writing structure, spelling, and grammar should be correct as well.

Competencies Measured

By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:

• Competency 1: Analyze the art and science of leadership.
  • Write a leader guidebook of best practices that reflect leadership theory.
  • Describe how leadership theory impacts the success of an enterprise.
• Competency 3: Create an effective theory of leadership.
  • Describe behaviors of effective leaders.

Assignment Instruction

The Individual Presentation assignment is designed to allow students to demonstrate their understanding and application of course concepts. Presentations will be prepared as an executive briefing powerpoint regarding a selected example of fraud, waste, abuse, mismanagement within the governmental sector.

The following is a list of potential topics for the presentation – other topics may be suggested for instructor consideration:

• Walter Reed Facility Scandal
• Navy Ship Collisions in the Pacific
• Veteran Affairs Scheduling Scandal
• Flint Water Crisis
• Fat Leonard Fraud
• SBA COVID Loan Fraud
• Boeing Tanker Fraud
• Failure of the FBI Virtual Case File
• Dixon Municipal Fraud
• KBR Iraqi Supply Contract Fraud
• San Antonio Army Child Care Fraud – 2024
• Raytheon Contract Fraud Settlement – 2024
• Operation Gold Rush – 2025

Presentations should provide:

• organizational context for the affected entity;
• background as to the nature and impact of the fraud or organizational failure;
• identify internal control failures, missed fraud indicators, or enterprise risk management or program management deficiencies that failed to prevent or identify the fraud or program failure;
• roles and responsibilities of persons involved and how they acted or failed to act; and
• how the matter was detected/addressed.
• the outcome/resolution of the matter
• lessons learned and any organizational culture issues that may have been a contributing factor.

The presentation should include 8 or more slides in a manner that adequately tells the story and addresses required program elements. The presentation should include citations to appropriate supporting references based on Chicago Style Manual in the notes section of the powerpoint file (no bibliography required). The powerpoint should include the required individual Academic Integrity Declaration at the end of the presentation. One deliverable is required: 1) powerpoint file (ppt format), (students may use their own approach as long as required elements are present):