BSBHRM415 Task 1

Wordcount - 500 It is said that Australia's Employment Law regarding employment relations is "all about the workers". Discuss the statement regarding the employment relations in Australia's Employment Law.

Groups are required to develop a Diversity Management Manual for a multinational company with a subsidiary in the Caribbean. The manual should be specifically designed to address diversity management in the Caribbean and should outline suggestions for developing an inclusive workplace. Students are to assume the role of global diversity management consultants and make recommendations to the senior management team of the subsidiary group’s parent company. Section 2 - Purpose of the Manual • Description of diversity mission being proposed • The intended audience for the manual • The country chosen and importance to the company The company chosen is Starbucks and the country in reference is Jamaica

Q: In the voilation of Gender equality concept, Design the employees Compensation plan in which there is no any gender discrimination.

# Which of the following statements is true of discrimination against employees? a) The Age Discrimination in Employment Act of 1967 prohibits discrimination against employees under 25 years of age. b) It is illegal to discriminate against employees based on aspects that are not job related. O c) It is illegal to discriminate against individuals on the basis of their years of work experience. d) Title VII of the Civil Rights Act of 1964 states that an employer cannot refuse employment on the basis of past performance.

The Director of Corporate Affairs learnt of you pursuing the Industrial and Employee Relations Course and wanted your advice on whether the implementation of the new Occupational Health and Safety Act would be irrelevant given that there are other labour laws, regulations and policies that have already been implemented and practiced in Jamaica. With your knowledge of Industrial and Employee Relations, advice the Director with relevant examples to either support or refute the statement. Your advice must reflect current realities and include reference to relevant legislation and/or cases to support your position.

For each of the statements below, identify the protected ground where applicable. marital status colour 1. Awoman cannot find childcare to continue working overnight shifts, and her employer does not allow flexibility by scheduling her on day shifts. age not discriminatory religion 2. An employer requires all employees to have a valid driver's license. race 3. An employer has a policy requiring a person identifies themselves as either male or female. gender identity or expression 4. An employer assigns her employees to weekend shifts without recognizing that some employees observe the Sabbath and cannot sex sexual orientation work on those days. family status 5. No match national or ethnic origin disability

29) The, passed in 1938 and frequently amended, sets a minimum wage and requires overtime pay for work in excess of 40 hours per week. The Equal Pay Act of 1963 O The Fair Labor Standards Act The Sarbanes Oxley Act of 2002 Title VII of the Civil Rights Act of 1964 O The National Labor Relations Act

Federal laws dating back to the 1960s protect employees and job applicants from discrimination based on a variety of characteristics, including race and sex. Evidenced by the thousands of claims filed each year with the U.S. Equal Employment Opportunity Commission (EEOC), the existence of these laws has not eliminated discrimination in the workplace. Despite laws prohibiting discrimination, why does it still exist? Are the laws prohibiting discrimination and the consequences for violating them appropriate for the current era? What can be done to eliminate workplace discrimination?

Explain possible remedies for employment discrimination. Provide 3 recommendations for success that might help guide the managers and employees and improve hiring practices.

☐ U An overview of part-3 (Employment of Women and Minors) not more pages: State that how Saudi labor law deal with the employment of women in the workplace. Explain the various benefits provided by Saudi labor law to women and minors in the workplace. Describe how Saudi labor law views the employment of minors in the workplace.

1. Identify three themes that underpin and illustrate ethical issues in human resource management. 2. List commercial reasons that could justify managers’ decision not disclosing the possibility that staff may have to be 'released'. 3. Some authors argue that marketing is unethical because it promotes consumerism. Do you agree or disagree with this? Explain. 4. What are the different forms of deception in marketing and how should firms work to minimise each of these?

Alana is unhappy with her bonus because she thinks she deserved more money based on her performance. Alana's comments suggest that she perceives low _______ justice. Question 4 options:   Interpersonal   Procedural   Distributive   Normative

develop a Diversity Management Manual for Coca-Cola Caribbean Bottlers Trinidad and Tobago Limited.  The manual should be specifically designed to address diversity management in the Caribbean and should outline suggestions for developing an inclusive workplace. make recommendations to the senior management team of the subsidiary group’s parent company. The following are required for the Diversity Management Manual Section 3 - Country Profile (Sue and Bernelle) Country demographics, culture, labor force in relation to the company Legal framework: equal opportunity, discrimination etc. Labour market characteristics: demographic composition Identify two areas of inclusion that require attention, e.g., gender, disability status and give a rationale for the focus. Explain why the areas identified are critical for the success of the company.

Chapter review on diversity and industrial relation management

Under the Equal Credit Opportunity Act (ECDA), which of the following reasons is acceptable for den to an applicant? A) Immigration status B) Marital status C) National origin D) Public assistance income

Can employers lawfully consider race or gender when making hiring or promotion decisions? If so, may it only be used to remedy identified past discrimination?

3 examples of protected classes of employment discrimination

Can employers lawfully consider race or gender when making hiring or promotion decisions? If so, may it only be used to remedy identified past discrimination? Discuss.

For this assignment, you are to choose a legal issue surrounding personnel management in the fire service or an issue within the workforce of the 21st century. Consider the information learned in this unit, which pertains to integrity and ethical decision-making, motivational techniques, and leadership styles that can be used in dealing with the legal topic you choose. Legal topics may include, but are not limited to, the following areas: managing diversity; handling Equal Employment Opportunity Commission (EEOC), affirmative action, and subsequent hiring procedures; developing a positive work environment; dispute resolution; effect of various statutes, executive orders, and laws upon the fire service; Supreme Court decisions affecting the fire service; and sexual harassment in the workplace. Upon choosing your topic, you will need to ensure you address the components below. Explain the issues surrounding the topic within personnel management. Compile recommendations and solutions…

How do I respond to this in 100 words? Federal legislation in Australia has regulated two primary types of collective bargaining: for the purpose of making awards, and the enterprise level of bargaining regarding negotiating certified agreements. The awards are orders that are typically made by the Australian Industrial Relations Commission (AIRC) which covers workers of different classes depending on the industry. Industrial citizenship relies on these themes of inclusiveness and suggests that the law can be used to provide workers with certain rights which ensure they actively participate in decisions that affect the operations of the organization and the determination of working conditions (Sarina, 2013). The orders are classified as arbitrated outcomes regarding the disputes among the employer and representatives regarding one or more unions. The vast majority of private sector workers in the country have individual employment agreements (Parker & Alakavuklar, 2023). The…

Word Count - 500 Discuss the rationale behind the role the state plays in "managing the employment relationship" in Australia, and what is the extent or range of the Australian Laws in this regard.