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Employment Policy, 2000.
An Assessment of the effectiveness of policies on employment in the private and public sectors, focusing on President Clinton. Includes labor, roots in New Deal, taxation, state issues, immigrant workers and the future.
2,700 words (approx. 10.8 pages), 14 sources, AU$ 153.95
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From the Paper
"Introduction
The election of President Bill Clinton in 1992 marked the beginning of a period of fundamental shifts in national labor policy. Although more or less supported by labor, Clinton has managed to alienate many in the labor movement by his efforts to transform historic policies of the nationalization of manpower in the United States. This essay addresses the key issues of unemployment and manpower policy in the United States, including tax policies designed to manipulate employment in both the private and public sectors, the competition for jobs posed by foreign workers, and the evolution of national manpower policy from the New Deal through the Clinton Administration.
The Clinton Administration has already reformed the nation's welfare system. The Employment Security (ES) system, a technical term for the national..."
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Fair Employment, 2001.
A analysis of the fair employment policy in Southwest Airlines and how they maintain a diverse workforce.
900 words (approx. 3.6 pages), 3 sources, MLA, AU$ 50.95
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Abstract
This paper looks at the issue of equal employment for all, irrelevant of race, colour, gender or sexual preference. It focuses on the policy of Southwest Airlines and sees how this company has managed to maintain a very good record in this regard.
From the Paper
"No company is perfect. And no company is entirely without bias on the part of all of its supervisors towards the members of every culturally or socially distinct group of workers. But certainly some companies try harder than others to promote ideals of diversity in the workforce (so that that workforce reflects the diversity and talents of American society at large). An important part of an emphasis on a diverse workforce is an insistence that workers be free of harassment at the workplace because of their sex, sexual orientation or race.
"Southwest Airlines has a relatively good record on gender issues, as shall be discussed in this paper. Company officials seem, in the past decade, to have taken the entire idea of the importance of diversity in the workplace very much to heart."
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Employment Agencies and Potential Employers, 2004.
Explains how to build good business relations between a job placement agency and the companies with which the agency works.
2,941 words (approx. 11.8 pages), 18 sources, APA, AU$ 141.95
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Abstract
This paper provides a job placement agency with a road map for building good business relationships with companies that would be most promising as potential employers for the job seekers listed with the agency. The paper examines companies in three U.S. market sectors: finance, the food industry, and hi-tech. The candidates for employment, the business climate, and the companies that offer potential employment are each reviewed and analyzed by this paper.
The Candidates
The Business Climate: Industrial and Occupational Outlook
Fortune 100 Companies to Target
From the Paper
"Many of the candidates served by this agency are a lot like a woman profiled by the Wall Street Journal last year. Morgan Hezlep, 31 at the time, graduated from St. Leo University, a small school with both a campus in Florida, and a well-regarded online degree program. While flying 200,000 miles in two years as a computer consultant, Hezlep earned a degree in computer information systems. Instead pf watching the in-flight movies, she ?attended? class by downloading lectures by St. Leo?s faculty and completing homework assignments. While Hezlep wanted the degree so she could attend law school, in the usual fashion, many of our candidates earned their degree in similar non-traditional ways, but want traditional, but better, jobs. St. Leo?s is not a ?correspondence? school, but a real university with a real football team, as the Wall Street Journal article points out. (Grimes, Feb. 20, 2003) That accords with the backgrounds of many of our candidates. While they may have gotten degrees at non-traditional life stages, perhaps after working for a few years and going to school at night, or in an accelerated 2-plus-year business administration course, very few earned their degrees in a completely correspondence-based college. This is useful information to have in presenting these candidates to the employers; some prefer candidates whose degrees are from ?bricks and mortar? colleges, rather than online ones."
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Wal-mart, Healthcare and Public Policy, 2004.
This paper considers a public policy requiring employers to provide health care benefits to their employees.
1,356 words (approx. 5.4 pages), 6 sources, MLA, AU$ 76.95
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Abstract
The paper examines a public policy requiring employers to provide health care benefits to their employees. The paper includes one graph.
From the Paper
"Health care in the United States has gained national attention in recent years as news stories detail senior citizens traveling to Canada to purchase prescription drugs at more reasonable prices and the unavailability of a flu vaccine for most Americans that caused long lines for the doses that were available. Health care is a critical concern for most workers as well as their employers, since a key reason-other than vacations-that employees miss work is because of illness."
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Women's Employment Equality, 2007.
A review of Annis May Timpson's "Driven Apart: Women's Employment Equality and Child Care in Canadian Public Policy".
1,434 words (approx. 5.7 pages), 1 source, MLA, AU$ 76.95
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Abstract
This paper examines Annis May Timpson's "Driven Apart: Women's Employment Equality and Child Care in Canadian Public Policy". The paper discusses how Timpson explores how the demands of the Canadian women's movement for greater employment equality in the last decades of the 20th century manifested themselves in public policy initiatives. The paper provides a review of Timpson's work from the point of view of the writer.
From the Paper
"This passage is important as it reveals how the development and implementation of public policy is shaped by political realities more so than ideological ones in the Canadian context. It is also interesting to note how MacDonald cites the need to gain the support of "women's groups" and not "women" in general in her observation. Clearly, she - and presumably her government - recognized the role of social organizations such as women's groups (what would today be termed "civil society" organizations) as participants in the shaping of public policy and, in a purely political way, in the aggregation of political support for a particular government."
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U.S .Containment Policy, 2007.
A discussion on whether the United States policy of containment was successful in its aims.
1,505 words (approx. 6.0 pages), 11 sources, MLA, AU$ 79.95
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Abstract
This paper describes the U.S. policy of containment and follows it from its inception just after the Second World War to the end of the Cold War with the fall of the Soviet Union. It looks at the different policies that in themselves helped to make up the policy of containment, such as the Truman Doctrine and the Marshall Plan. Also, all of the major conflicts in which this policy was employed are examined along with the ramifications of its employment. The paper spans seven presidencies and examines how the policy changed and adapted to the changing domestic attitudes of the time and the outlook of the president at the time.
From the Paper
"With a change in the administration came a change in how the Cold War was fought and how the policy of containment was adapted to the contemporary political environment. The Kennedy/Johnson years of 1961-69 were characterised by a 'flexible response strategy' and Kennedy's 'New Frontier' strategy focused on two things, MAD (Mutually Assured Destruction) and the battle for hearts and minds and the capabilities of the Third World. The highpoint of the Kennedy administration and of containment under his administration was the Cuban Missile Crisis of 1962, where the fate of the world was balanced on a knife edge during the heated confrontations and negotiations between Kennedy and Soviet premier Khrushchev. "
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Working Capital Policy, 2008.
A discussion of the importance of a working capital policy within a business.
1,982 words (approx. 7.9 pages), 4 sources, APA, AU$ 100.95
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Abstract
This paper explores a comprehensive working capital policy and presents issues related to cash management techniques and long and short term financing. The paper also looks at elements of the ethical implications of the methodologies being devised. In addition, the paper examines the relative advantages and disadvantages of the methodologies employed within each categorization, as it relates to the working capital policy employed. The paper explains that working capital policy has become important as financial managers try to accurately monitor risk and exposure, and use policies for improved decision-making. The paper then points out that these policy actions and implications have gained much needed use, as organizations, try to utilize financing options and increase the overall efficiency of organizations.
Outline:
Introduction
Working Capital Policy
Ethical Issues
Conclusion
From the Paper
" Financing within a firm or organization is one of the most expansive areas, and has some of the more pronounced and augmented processes embedded within the overall strategic development of financial management. However, there are some aspects that are frequently used and require special attention - cash management techniques, methods of short-term financing, and working capital policy. These areas become even more important, because they are utilized by most, if not all firms, irrespective of size and or general business objective."
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Social Policy in Australia, 2007.
This paper analyzes the efficiency of the current delivery of social policy in Australia.
3,249 words (approx. 13.0 pages), 18 sources, APA, AU$ 150.95
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Abstract
The paper offers a brief discussion of the definition of social policy and then traces the history of the development of welfare policy in Australia. To analyse how efficiently the current delivery of social policy achieves its goal, the paper focuses on the two key welfare policy areas of education and employment. The paper argues that in these key policy areas, the delivery of social policy does not completely fulfil its social goals and aims. The paper contends that social policy is shaped by changing needs and values, thus the delivery of welfare must reflect these changes to ensure efficient and effective social policy.
From the Paper
"In its common form as it is most often applied, 'social policy' has connotations of equality through the provision of welfare and the redistribution of resources (Graycar & Jamrozik 1993, p. 54). This definition is further extended by McClelland (2006a, p. 7), who adds that social policy involves debates about values, and assumptions of the behaviour of members of a society. The scope of social policy is broad, in that there are a wide-range of factors which influence it. This can include factors such as economic, political, and historical contexts (Jones 1996, p. 30; McClelland 2006a, p. 18). Economic policy, for example, often determines the resource allocation aspects of social welfare policy (Smyth 1994, p. 39). Given this broad scope of social policy, social welfare should be viewed not in isolation, but as part of the broader contexts of a society. This is an important point to consider, as this often affects the aims of a social policy goal, and also the effectiveness of social policy as an instrument."
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Federal and Maryland Employment Laws, 2005.
An overview of how Maryland employment laws differ from general federal employment laws.
991 words (approx. 4.0 pages), 1 source, MLA, AU$ 57.95
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Abstract
This paper discusses how the federal and Maryland state systems of government differ in their application of employment laws. For the most part, the State of Maryland utilizes most of the same employment laws as those mandated by the federal government. It shows that the Maryland Department of Labor, Licensing, and Regulation's Division of Labor and Industry is the governing body for wage and employment law in the state.
From the Paper
"The minimum wage (with some exceptions) is $5.15 per hour in Maryland, just as it is at the federal level. The workweek is 40 hours, and any time worked over 40 hours must be paid as time-and-a-half. The exceptions to this are certain retail mechanics, partspersons, or salespersons who sell or service cars, farm equipment, trailers or trucks, taxicab drivers, executive, administrative and professional employees who meet certain criteria, outside salesmen, commissioned employees, a child, parent, spouse, or other member of the employer's immediate family, and employees of a movie theater ("Maryland Guide," 2004). In addition, agricultural workers in the state must be paid overtime after working 60 hours in a week, and some health care institutions (not hospitals) and bowling alleys pay overtime after 48 hours worked in one week."
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State and Federal Employment Systems, 2006.
A comparison between federal employment laws and New Hampshire state laws of employment.
1,235 words (approx. 4.9 pages), 3 sources, MLA, AU$ 68.95
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Abstract
This paper introduces, discusses and analyzes the topic of employment law. Specifically the paper discusses how the federal and New Hampshire state systems of government may or may not differ in their application of employment laws. Federal employment laws set the standard for most state laws.
From the Paper
"New Hampshire also has a statute regarding "displaced homemakers" that covers older women who may have been absent from the workforce for many years, and are suddenly displaced due to death, divorce, or other occurrences. The state offers assistance to these women, training for new jobs, and employment assistance. This is also a statute that is not represented in the federal employment laws. It is clear this must be a problem in New Hampshire because lawmakers felt it needed to be addressed. This statue originally took effect in 1979, so it seems New Hampshire is more forward thinking than many other states who do not yet address this issue."
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Employment Equality, 2005.
A debate over affirmative action programs versus equal employment opportunity programs to promote employment equality.
2,250 words (approx. 9.0 pages), 10 sources, AU$ 143.95
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Abstract
This paper discusses employment equality, which has a topic of debate for generations. Over the course of the last four decades, the civil rights movement, in America, has brought two types of programs into place to help bring about this equality. Affirmative action and equal employment opportunity programs have the same end goal, employment equality, yet use very different means to get there. Following is a discussion regarding both types of programs, their advantages and disadvantages, and their effectiveness and usage.
From the Paper
"Affirmative Action Programs Versus Equal Employment Opportunity Programs Introduction: Origins, General Description, Theories, Concepts, and Practices of Affirmative Action Programs: Affirmative action programs were established to provide positive employment opportunities for people of a minority group, who are traditionally thought of as being discriminated against. In fact, in Great Britain, these types of programs are known as 'positive discrimination' noting the favoritism of certain groups who have, in the past, been discriminated against."
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Employment Laws, 2006.
This paper discusses federal and state, especially Texas, employment laws.
1,185 words (approx. 4.7 pages), 4 sources, APA, AU$ 65.95
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Abstract
This paper explains that federal employment laws recognize the power position of employers and endeavor to make this employee relationship "fair and equitable" without exploitation. The author points out that the states are the major providers of employment resources and are required to implement the federal employment laws, which generally are the guidelines for the state laws. The paper relates that Texan laws on employment protection are generally conform to the federal laws; however, they may have some additional provisions such as providing a cap for damage awards for violations of non-discrimination laws. Listing of several specific laws.
Table of Contents
Federal Employment Laws
State Employment Laws
Texas Law on Employment Protection
Conclusion
From the Paper
"Every individual has the nature to pursue his/her interests. But when it comes to working together, these interests may often collide with each other's. Therefore, there has to be a balancing act which should ensure the protection of interests of everyone. With a multitude of laws, regulations, statutes and other considerations in the area of employment law, the federal government, through Title VII of the Civil Rights Act (1964), has created a basic framework for employers to ensure that employees are treated fairly on the basis of race, color, religion, sex, national origin, disability, or age, thus reducing their liabilities. One of the outcomes of our forefather's leap into the American experiment is the ability of individual states to enact laws pertaining to their unique situations."
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Employment Tribunals System, 2006.
This paper discusses what is wrong with the current system of employment tribunals as a forum for resolving individual employment disputes.
2,481 words (approx. 9.9 pages), 18 sources, APA, AU$ 121.95
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Abstract
This essay provides a critical analysis of the contemporary operation of the employment tribunal system with particular emphasis on its key failings as a forum for resolving individual employment disputes. A number of recent legislative reforms, and the impact that they have had on resolving the faults of the system, are also discussed.
Outline:
Abstract
The Cost of Tribunals
Too Many Applicants
Increased Legal Regulation
Encouragement of Unmeritious Claims
Reforms to the system
Conclusion
From the Paper
"Employment Tribunals were originally established for the sole purpose of hearing appeals concerning 'industrial training levies' under the Industrial Training Act 1964 . Since then, their jurisdiction has been gradually, yet substantially, increased and enhanced through a variety of legislative measures , legal judgments and the adoption of various EU policies ; leading to a total jurisdiction which now covers over eighty types of complaint."
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Non-Smoking Policy, 2005.
This paper is a case study of ABC Sheet Metal's non-smoking policy.
675 words (approx. 2.7 pages), 1 source, AU$ 42.95
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Abstract
This paper explains that ABC Sheet Metal, a manufacturer of sheet metal, is developing a new hiring policy, which involves only employing those who do not smoke. The author points out that rapidly increasing costs is health insurance for their employees is motivating ABC Sheet Metal to create this policy. The paper relates that current employees who smoke will be given the option of resigning, being fired or accepting one of the cessation programs offered by the company.
From the Paper
"ABC Sheet Metal is a manufacturer of sheet metal. Their business is transforming iron blocks into rolled sheet metal for use in a variety of industries. Currently, ABC Sheet Metal employs approximately 1,000 employees, operating on two shifts. A new hiring policy is being developed, for the company. One of ABC Sheet Metal's rapidly increasing costs is health insurance for their employees. Escalating insurance premiums are a reality across the country. Several options have been considered, including the cessation of all health insurance benefits for employees; however, the company realizes that this would have a severe impact on their ability to attract and retain top candidates. This new policy addresses this challenge. ABC Sheet Metal is implementing a policy that involves only employing non-smokers. Current employees who smoke will be given the option of resigning, being fired, or accepting one of the cessation programs offered by the company."
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Canadian Employment Prospects, 2007.
This paper looks at employment prospects for university graduates in Canada.
1,212 words (approx. 4.8 pages), 7 sources, APA, AU$ 67.95
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Abstract
In this article, the writer discusses the employment prospects of university graduates. Among some of the applicable data addressed are overall employment figures related to unemployment rates, characteristics of the labor force and employment by sector. The conclusion is that while technology is one of the most promising prospects to take university training in, it is also one of the most susceptible to the global employment strategies of offshoring and outsourcing. However, the writer points out that the majority of industries in the Canadian economy rely on sectors that typically require university training or graduation. The writer concludes that while there are certainly other avenues towards developing valuable skills applicable in the marketplace, increasingly, one of the best places to acquire those skills is in the university setting and certainly through graduation from a structured academic program in a given field or industry.
Outline:
Overview
Employment Trends
Prospects by Industry
Employment Outlook
Conclusion
From the Paper
"Recent trends in the Canadian employment sector reveal an active employment market for university graduates who are graduating from certain fields and concentrations. The inverse of these observations is that university graduates who graduate in fields or concentrations that have little relevance to the economic activity driving the overall market, are at a disadvantage and quickly develop a detachment from the workforce as research at the University of Alberta has indicated. However, simply having completed a university program through graduation does seem to imply that the employment prospects for the individual doing so are more promising than those who have not."
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The Laws of Equal Employment, 2004.
An overview of equal employment opportunities and the anti-discrimination laws.
6,338 words (approx. 25.4 pages), 12 sources, MLA, AU$ 237.95
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Abstract
This paper studies the rules and regulations presented to the people by the area of law that provides anti-discriminatory laws, thereby offering equal employment opportunities to all the people entering and wanting to be the part of the corporate world. The second part of the paper applies this knowledge and the information given in the first part of the paper to a problem or an issue faced in an organizational setting.
Outline
Part One: Equal Employment Opportunity and Anti-Discriminatory Laws
Title VII of the Civil Rights Act of 1964
All About Religious Discrimination
All About Race-Color Discrimination
All About Pregnancy Discrimination
All About National Origin Discrimination
The Age Discrimination in Employment Act of 1967
The Equal Pay Act of 1963 (EPA)
Employment Non-Discrimination Act (ENDA)
Employment Discrimination Against Gays and Lesbians
The Civil Rights Act of 1991
The American With Disabilities Act
Part Two: Review of An Organizational Problem Based on Race/Color Employment Discrimination
From the Paper
"Law offers equal opportunity in employment to all the citizens worldwide with the aid of Equal Employment Opportunity Commission. This is done because the people of the world particularly those that constituted the under privileged lot felt a strong need to speak up their minds and raise their opinions against the discrimination that is prevalent in varied forms at different levels of the society. Thus in order to curb the problem of discrimination in the employment sector, the Equal Employment Opportunity Commission abbreviated as EEOC came into existence under Title VII of the Civil Rights Act of 1964 and started functioning on July 2, 1965 (U.S. EEOC: An Overview, Office of Communications and Legislative Affairs, 1998). Thus, with the aid of the drafting and implementation of several anti-discriminatory laws, the Equal Employment Opportunity Commission provides its citizens with the employment opportunity that strictly forbids discrimination at all grounds and on all basis and in any form."
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