This case is about Mr. Murphy's claim to his boss about his overtime; I determine that the requested compensated time for Exercise and Physical Readiness hours are not valid. It appears that his reasoning is incorrect due to the employer allocating time for training during shifts. However, Mike states, “I feel like I need more time” which is strictly his choice but, not required by his employer. According to the Department of Labor training programs do not meet the criteria of “work time” if it meets the following criteria:Outside of normal work hours • Voluntary • Not job related • No other work is concurrently performed” (dol.gov) Within this scenario three of the four principles have been established in this case, Mike’s employer …show more content…
During Mr. Murphy's on-call schedule he had “additional constraints on the employee's freedom” where it caused him stay in a particular area and does not allow him to travel to the tri-county area, which according to the Department of Labor could require is On-Call Time to be compensated. (dol.gov, 2017). Also, according to the Department of Labor’s definition "engaged to wait" refers to an “employee engaged to wait” which relates to becoming involved in waiting, could also make Mike’s request for overtime compensation justified. Five things the company could do to protect themselves against the FLSA are: 1. Be Proactive – Stay educated on the laws surrounding the FLSA and employee status. 2. Know the risks – Positions whereas employees who are paid minimum wage become the most vulnerable. The employer should ensure compliance through routine training and auditing practices. Auditing current practices can help a company protect themselves from a potential complaint. (shrm.org, 2017) 3. Implement complaint policies and procedures – Make available employees with the ability to fill a complaint by providing; a toll-free number, a process for investigation, Overtime policy in writing and posted, payroll integrity policy. (shrm.org,
Once returning from the workshop, she confronted Michelle that Frostburg Fit might be in violation of The Fair Labor Standards Act. The Fair Labor Standard Act (FLSA) is intended to protect workers against certain unfair pay practices or work regulations. The FLSA is one of the most important laws for employers to understand since it sets out a wide array of regulations for dealing with employees. Under the FLSA, it established minimum wage, overtime pay, recordkeeping, and youth employment standards affecting employees in the private sector and in federal, state, and local governments. It also introduced the 40-hour work week, as well as overtime pay. Employees whose jobs are governed by the FLSA are either "exempt" or "nonexempt." Nonexempt employees are entitled to overtime pay. Exempt employees are not. Laura brought to Michelle’s attention that nonexempt employees, including herself, have been working over 40 hours. Due to the turnover, Frostburg Fit has been understaffed. Employees are not keeping track of the work done outside the facility. Thus, unpaid overtime hours could lead to claims. Frostburg Fit needs to determine areas in need of headcount. Once determined, those positions must be filled in a timely manner to decrease employees working outside their normal work hours. In case employees do need additional time, they must seek approval. Frostburg Fit will need to draft an
Call the Employee Relations and Integrity Hotline at 1-800-541-6838. Outside the United States, you can call 704-556-7046.
Ramona faces a difficult decision after her trip to the headquarters of Next Step Herbal Health. Next Step offered her a lucrative starting salary plus commissions, and a junior manager position. Ramona should not take the position with Next Step due to its questionable business practices, the dismissiveness of the Next Step recruiter when questioned regarding the company’s ethics code and the CEO exhibiting non-ethical and immoral behavior.
What uncompensated work did the plaintiff claim she performed? What should the district court have done with the statement of another employee that the plaintiff did not engage in work prior to her official start time?
Ms. Case is a 38 year old female who presented to the ED after wrecking her car late yesterday afternoon into a wall in a parking lot. Ms. Case Eloped from ED just prior to wrecking vehicle after refusing "headache cocktail". Ms. Case denies wanting to harm herself, she reports just having poor judgement during a anxiety attack. At the time of the assessment Ms. Case denies suicidal ideation, homicidal ideation and symptoms of psychosis. Ms. Case reports a history of PTSD, Anxiety, depression, and Schizo-affective Disorder. She reports yesterday attempting to park her car in a parking lot after experiencing an anxiety attack while driving. Ms. Case states, "I tried to slam on breaks, but I actually think I slammed on the gas." She further states, "I don't want to hurt myself." Ms. Case reports a history of multiple sexual assaults and rapes. She reports at the age of 17 she was molested by a neighbor, at the age of 24 she was sexually raped by "the east coast rapist", and another time by an unknown individual. Ms. Case reports she experiences flashback and frequently have nightmares. Ms. Case expresses symptoms of depression from these traumatic events. She expressed depressive symptoms as feelings of worthlessness, sadness, isolation, insomnia, and anger. She denies any current
The wage theft website indicates that wage theft is not stereotypical, and the issue is not primarily in specific work fields. No worker can particularly avoid wage theft, whether good wages or great benefits. Wage theft is more likely to occur in non-union workplaces. Industries including agriculture, janitorial services, retail, and restaurant work are among many of the most reported cases involving wage theft. Wage theft includes but is not limited to: not paying for all hours worked or not paying overtime, not paying minimum wage or not paying at all. Incidents classified as wage theft most often violate the Fair Labor Standards Act (FLSA), which provides a federal minimum wage but allows states to set their own minimum wage increased from the federal, and requires employers to pay...
one of the points in the act is ‘An employee asked to work on a Sunday
Question Presented: Under Californian workers’ compensation law can a worker receive workers’ compensation and when the injury was self-inflicted, and when their participation in the activity was voluntary, and when the activity took place after the work day and when the worker did not want to say no to their supervisor and when they were anxious to get on their boss’s good side and while during the activity business was discussed and when the company built the court for a director of sales, and when the director believed that inviting employees to play was a great way to get to know their employees, to increase morale and camaraderie at the company but when at the activity the employee’s injury was self-inflicted, and when their participation of in the activity was voluntary, and when the activity took place after the work day.
The Persons Case (officially Edwards v. A.G. of Canada) was a constitutional ruling that established the right of women to be appointed to the Senate.
On the evening of January 5, 1993, Tracie Reeves and Molly Coffman, both twelve years of age and students at West Carroll Middle School, spoke on the telephone and decided to kill their homeroom teacher, Janice Geiger. They agreed that Coffman would bring rat poison to school the following days so that it could be placed in Geiger's drink. After that , they would steal Geiger's car and drive to the Smoky Mountains. On the morning of January 6, Coffman placed a packet of rat poison in her purse and board the school bus. Coffman told another student, Christy Hernandez, of the plan and show her the poison. Hernandez went and informed her homeroom teacher, Sherry Cockrill. Cockrill then informed the school principal, Claudia Argo. When Geiger entered her classroom that morning, she observed Reeves and Coffman leaning over her deck; and when the girls noticed her, they giggled and ran back to their seats. Geiger saw a purse lying next to her coffee cup on the top of the desk. Shortly after Argo called Coffman to the principal's office, rat poison was found in Coffman's purse. Both Reeves and Coffman gave written statement to the Sheriff investigator concerning their plan to poison Geiger and steal her car.
In order for our organization to address arising issues with our employees, these issues must be addressed ...
Kelly was hired as an assistant language teacher (ALT) and had been working for six months. She was to work three days a week in the board of education office and two days helping with the English program. Her contract stated that her hours were Monday to Friday 8:30 AM to 5 PM. These hours were not the hours of the Japanese workers. Their culture had the employees working six days a week and rarely took time off. Kelly’s contract also had vacation and sick leave time given but stipulations as to when a doctor’s note was needed and the notice time given for time off for vacations.
As a recently hired Chief Operating Officer (COO) in a midsize company, multiple personal problems are quickly discovered that require immediate attention. As an astute manager, there is a need to analyze the employment-at-will doctrine and determine if there are any exceptions and liabilities before taking any action. In addition to the personal problems, it is discovered that the company has a no whistleblower policy. By the end of this paper, you will be able to review a summary of the employment at will doctrine, review scenarios of the personal problems of the company and determine if the employee could be legally fired, get an overview of ethical theories, identify whether or not the company should adopt a whistleblower policy, and review justifications of at least three (3) fundamental items that should be included in a whistleblower policy.
Complaints are a good form of feedback. They're a few steps to follow in handling difficult situations. The first is to Focus and listen to the customer. The next is to be courteous and discreet, if possible take the customer away from others. Then suggest way(s) to fix the problem, if nothing can be done thank the customer for bring the problem to your attention. If you can't fix the problem go to somebody who can but stay there to make sure the problem is resolved. Then find the solution and implement it, then check the customer is happy and re-thank them for bring the problem to your attention. Last off all record the situation in your establishments logbooks.
Don't assume that employees understand your desires with regards to welcome customers, noting the telephone, and dealing with customer complaints. Be particular by the way you anticipate that they will treat the general population who work with you and screen them until you're certain they have it right. Search for approaches to give your employees a measure of self-rule to take care of customer complaints or issues on the spot without always having to seek you out for