In an essay with at least two full pages of content, argue why a piece of literature should remain on the list in future versions of the class

In an essay with at least two full pages of content, argue why a piece of literature should remain on the list in future versions of the class.

If your argument is convincing, your suggestion just might remain in the course readings next semester.

Argue why this reading should remain on the class reading list.

Literature selected:”To Build a fire” by Jack London”

Set up your essay in proper MLA format (see your handbook from ENG 101 or consult the OWL @ Purdue.edu).

As you’re building your basic argument, discuss the following to help give a better sense of how your suggested story can best fit into the class:

Appeals: What did you like about the text? Dislike?

Cultural Reference: Did the story remind you of any other texts you’ve encountered? Something in the news? From history? From pop culture? How so?

Class Activity/Essay Prompt: Can you think of a good in-class activity or out-of-class assignment that would work well with the story?

Would the story fit with a particular paper topic/theme the class already contains?

Research: Mention a few good sources in AVL or the LRC catalog that students could use for the text you’re recommending be kept.

Required Reading

The Bedford Introduction to Literature, 10th edition or The Norton Anthology of American Literature, shorter 8th ed., vol. 1, depending on which class you’re taking.

Pay Systems in U.S. Organizations

Address the following in a well-integrated analysis:

Conduct reading and research on wage and salary pay systems in private-sector organizations.

• What did you learn about internal and external pay equity? Does it appear that employees are compensated for the worth of their contributions or on other factors?

• Give examples of factors that are used to determine the level of pay employees receive and how pay increases are determined (provide employer names from your research.

• In your educated opinion, what factors do you think should be used to determine the level of pay and how pay increases are determined? Why?

Bring in at least 2 library sources to help strengthen and support your discussion.

Required Reading

Armstrong, M. (2012). Chapters 1, 7, 13, 15, 16, & 18. In Armstrong’s handbook of reward management practice: Improving performance through reward. London: Kogan Page. Retrieved from EBSCO in the Trident Online Library.

Determining base compensation: Should you use market value or internal equity? (2002). Employee Benefit Plan Review, 57(5), 4.

Society for Human Resource Management (2016).

Optional Reading

Business & Legal Reports (2014). Employee Compensation in California. Madison, CT: BLR.

Graebner, D. R., & Seaweard, K. A. (2004, August). Bringing it all inside: Job evaluation and market pricing at JCPenney. Workspan, 47(8), 30-35. Retrieved from the Trident Online Library.

Minow, A. S. (2012). Reasonable compensation. California CPA, 80(7), 11-13. Retrieved from the Trident Online Library.
S
urvey says most firms have formal salary range structures. (2011, January). IOMA’s Report on Salary Surveys, 11(1), 7-8. Retrieved from the Trident Online Library.

Is There a Maximum Rate of Pay?

Assignment:

Read this Scenario

Is There a Maximum Rate of Pay?
Ted Smith, the Total Rewards Manager for Front Appliance Company, was a pretty relaxed and friendly guy—an easy-going manager. Although he was a no-nonsense, competent executive, Ted was one of the most popular managers in the company. This particular morning, however, Ted was not his usual self. As chair of Front’s job evaluation committee, he had called a late-morning meeting at which several jobs were to be considered for re-evaluation. The jobs had already been rated and assigned to Pay Grade 4. But the office manager, Ortho Janson, was upset that one of his employees was not rated higher. To press the issue, Ortho had taken his case to two executives who were members of the job evaluation committee. The two executives (Production Manager Peter Strong and Marketing Manager Margo Arms) then requested that the job ratings be reviewed. Peter and Margo supported Ortho’s side of the dispute, and Ted was not looking forward to the confrontation that was almost certain to occur.

The controversial job was that of receptionist. Only one receptionist position existed at Front Appliances and Rebecca Reichart held it. Rebecca had been with the firm 14 years, longer than any of the committee members. She was extremely efficient, and virtually all the executives in the company, including the president, had noticed and commented on her outstanding work. Peter and Margo were particularly pleased with Rebecca because of the cordial manner in which she greeted and accommodated Front’s customers and vendors, who frequently visited the plant. They felt that Rebecca projected a positive image of the company.

When the meeting began, Ted said, “Good morning. I know that you are busy, so let’s get the show on the road. We have several jobs to evaluate this morning and I suggest we begin…” Before he could finish his sentence, Peter interrupted, “I suggest we start with Rebecca.” Margo nodded in agreement. When Ted regained his composure, he quietly but firmly asserted, “Peter, we are not here today to evaluate Rebecca. Her supervisor does that at performance appraisal time. We are meeting to evaluate jobs based on job content. In order to do this fairly with regard to other jobs in the company, we must leave personalities out of our evaluation.” Ted then proceeded to pass out copies of the receptionist job description to Peter and Margo, who were visibly irritated.

Respond to the following in a well-integrated Assignment (use as Subheadings):

1. In your educated opinion, was Ted justified in insisting that the job, not the person, be evaluated? Discuss.

2. If you were Ted, what would you do and say next? Why?

3. As an HR professional, do you think there is a maximum rate of pay for every job in an organization, regardless of how well the job is being performed? Justify your response.

4. Assume that Rebecca is earning the maximum of the range for her pay grade. In what ways might she be able to obtain a salary increase?

Bring in at least 7 library sources to help strengthen and support your response.

For instruction on writing papers, citing sources, proper referencing, and so forth, See the following if additional guidance on APA style is needed:

The Purdue OWL website: https://owl.english.purdue.edu/media/pdf/20090212013008_560.pdf.

APA Formatting: The Basics. Retrieved from https://www.youtube.com/watch?v=pdAfIqRt60c&list=PL8F43A67F38DE3D5D

Required Reading

Armstrong, M. (2012). Chapters 1, 7, 13, 15, 16, & 18. In Armstrong’s handbook of reward management practice: Improving performance through reward. London: Kogan Page. Retrieved from EBSCO in the Trident Online Library.

Determining base compensation: Should you use market value or internal equity? (2002). Employee Benefit Plan Review, 57(5), 4. Retrieved from the Trident Online Library.

Society for Human Resource Management (2016).

Optional Reading

Business & Legal Reports (2014). Employee Compensation in California. Madison, CT: BLR.

Graebner, D. R., & Seaweard, K. A. (2004, August). Bringing it all inside: Job evaluation and market pricing at JCPenney. Workspan, 47(8), 30-35. Retrieved from the Trident Online Library.

Minow, A. S. (2012). Reasonable compensation. California CPA, 80(7), 11-13. Retrieved from the Trident Online Library.

Survey says most firms have formal salary range structures. (2011, January). IOMA’s Report on Salary Surveys, 11(1), 7-8. Retrieved from the Trident Online Library.

Job Evaluation

1) Read the following and report in full below:

You are a newly hired HR professional now working for Jeans, Inc. Jeans does not have a formal wage structure, rate ranges and does not use compensable factors. Wages are basically set on prevailing wages in surrounding communities coupled with some attempt for internal equity among workers.

Jeans does not participate in formal pay surveys. Instead, the President’s Assistant routinely looks over online job openings and conducts informal surveys among her friends in local organizations. Jeans has always followed a policy of paying employees about 10% above what the Assistant feels are the prevailing rates. She thinks this reduces turnover and fosters employee loyalty. The practice is to pay men about 20% more than women for the same job. The Assistant explains, “When we hire males, they have families, and they are stronger and can work harder for longer hours.”

2) Answer the following 4 questions below. Use question and answer (Q&A) format; in other words, include the original question along with your response. Within your post support your responses with information from at least two reputable sources (library and/or web-based), and provide the full citation at the end. Use APA format for your references. Bring in your own personal experiences, readings, and research, where applicable.

1. Compare and contrast the following methods of job evaluation: ranking, classification, factor comparison and point method. Which method (if any) do you recommend for the Jeans company? Why?

2. Is the Jeans company to a point where it should set up a formal salary structure based on a complete job evaluation? Why?

3. Is the policy of paying 10% more than the prevailing rates a sound one, and how could it be determined?

4. What would you do now with respect to a pay plan process at Jeans? Why?

APA format

Required Reading

Armstrong, M. (2012). Chapters 1, 7, 13, 15, 16, & 18. In Armstrong’s handbook of reward management practice: Improving performance through reward. London: Kogan Page. Retrieved from EBSCO in the Trident Online Library.
Determining base compensation: Should you use market value or internal equity? (2002). Employee Benefit Plan Review, 57(5), 4. Retrieved from the Trident Online Library.
Society for Human Resource Management (2016).
Visit the SHRM website (www.shrm.org) for some of the latest information on dynamic HRM topics, certification details, and SHRM membership information. This website is listed as required, because you should visit it frequently to keep up with the field and learn how you might become more involved with the national association and/or regional SHRM professional groups.
Optional Reading
Business & Legal Reports (2014). Employee Compensation in California. Madison, CT: BLR.
Graebner, D. R., & Seaweard, K. A. (2004, August). Bringing it all inside: Job evaluation and market pricing at JCPenney. Workspan, 47(8), 30-35. Retrieved from the Trident Online Library.
Minow, A. S. (2012). Reasonable compensation. California CPA, 80(7), 11-13. Retrieved from the Trident Online Library.
Survey says most firms have formal salary range structures. (2011, January). IOMA’s Report on Salary Surveys, 11(1), 7-8. Retrieved from the Trident Online Library.

Labor Laws, Unionization, and the Workplace

A good place to start familiarizing yourself with legal issues involving unions in the workplace is by looking over the National Labor Relations Board website at http://www.nlrb.gov/nlrb-process

Be sure you are familiar with the following laws and their amendments:
Labor-Management Reporting and Disclosure Act http://www.dol.gov/compliance/laws/comp-lmrda.htm

National Labor Relations Act http://topics.hrhero.com/national-labor-relations-act-nlra/

Labor Management Relations Act or Taft-Hartley Act (amended the NLRA). http://legal-dictionary.thefreedictionary.com/Taft-Hartley+Act

Assignment

After you have reviewed the above laws, read the following articles concerning labor unrest at American Airlines.

American Air pilots’ union: No strike unless it is legal. (2012, August 30). Retrieved August 31, 2012, from http://www.reuters.com/article/2012/08/30/us-americanairlines-pilots-idUSBRE87T14O20120830

DeMaura, S. (2012, August 13). Not just public unions: Private sector unions hurting business. Retrieved August 31, 2012, from Not Just Public Unions: Private Sector Unions Hurting Business

Saporito, B. (2012, October 8). The worst job in America. Time, 180(15),
1. Retrieved from Business Source Complete.

Give a brief summary of the current state of union relations in the airlines industry in the United States.

Then answer the following in a well-organized 4 page paper:

• If DeMaura is correct in his editorial, why would the American Airlines’ Allied Pilots Association (APA) risk the future of American Airlines with their union demands?

• Using additional research about unionization in the U.S. airline industry in general and American Airlines in particular, update where we are currently with American’s situation. How do the recent updates that you have found affect American Airlines employees? Are other U.S. airlines also in jeopardy because of labor demands?

• In your educated opinion (supported by your research) are changes needed in labor laws in the United States to help stop unions from hurting business?

Use at least 5 Trident Online Library sources plus any applicable background readings to help strengthen your discussion.

The paper should be 4 pages, not counting cover and reference pages.

Assignment Expectations

Your paper will be evaluated using the criteria as stated in the Case rubric. The following is a review of the rubric criteria:

• Assignment-Driven: Does the paper fully address all aspects of the assignment? Is the assignment addressed accurately and precisely using sound logic? Does the paper meet minimum length requirements?

• Critical Thinking: Does the paper demonstrate graduate-level analysis, in which information derived from multiple sources, expert opinions, and assumptions has been critically evaluated and synthesized in the formulation of a logical set of conclusions? Does the paper address the topic with sufficient depth of discussion and analysis?

• Business Writing: Is the essay logical, well organized, and well written? Are the grammar, spelling, and vocabulary appropriate for graduate-level work? Are section headings included? Are paraphrasing and synthesis of concepts the primary means of responding, or is justification/support instead conveyed through excessive use of direct quotations?

• Effective Use of Information: Does the submission demonstrate that the student has read, understood, and can apply the background materials for the module? If required, has the student demonstrated effective research, as evidenced by student’s use of relevant and quality (library?) sources? Do additional sources used provide strong support for conclusions drawn, and do they help in shaping the overall paper?

• Citing Sources: Does the student demonstrate understanding of APA Style of referencing by inclusion of proper citations (for paraphrased text and direct quotations) as appropriate? Have all sources (e.g., references used from the Background page, the assignment readings, and outside research) been included, and are these properly cited? Have all sources cited in the paper been included on the References page?

Disputes in a Unionized Workplace

Read the following scenario:

Jack and Eric are both hourly employees in the finishing department. They work under Phil, the first-shift finishing foreman. Steve is the second-shift foreman.

Jack has been complaining that Eric is trying to get him to quit so that Eric’s friend can be employed in Jack’s job. He says Eric has bullied and harassed him. Jack thinks it is because he helped in union organizing activities last year (Eric is anti-union).

Jack says that Eric complains about anything that he does and constantly badgers him to quit. Jack alleges that Eric deliberately does not pass on crucial information about day-to-day work, which then creates the impression that Jack is under-performing in his role.

Jack has raised concerns about this treatment from Eric on many occasions with Phil, his foreman, who has simply told him to deal with the matter himself.

Jack says he is stressed out and alleges that things came to a head when Eric spent a whole day picking on him and he (Jack) openly cried. Eric repeatedly told Jack that he was not wanted on the finishing team and should quit.

Jack couldn’t afford to be without a job and did not see why he should be forced out. He went home and decided that he was too upset to go to work the following day. He called in that night and told the next shift’s foreman, Steve, that he was too stressed to go to work the next day because he would be picked on.

Steve said he was aware of what had been alleged and thought it had been dealt with by Phil months ago. He advised Jack that he should not go to work the next day and that he (Steve) would speak to Phil.

Jack did as he was instructed, and missed the next day of work.

When he returned the following day, Phil called him into the office to ask why he had not been at work and why he had not called in to speak to him directly to report his absence.

Jack was told that because he did not comply with the call-in policy he would get a “ding” on his attendance record. He explained that he called and talked to Steve who was aware of what had happened and had advised him not to go into work the next day.

Phil laughed and told Jack that the department had had bets on whether he would be at work the day after he had been crying and that because of his failure to attend, Phil and Steve had each won $50.

Jack told Phil that he was going to file a grievance with the union because he thought the way he was being treated was not right. Phil told Jack that if he filed a grievance he would be fired for insubordination. Instead, he should just knuckle down and do his work.

Phil thinks that Jack is the problem, not anyone else. Jack is very upset and decides that enough is enough. He files a formal grievance with the union about this situation. For more supplemental information on this see Termination and belonging to a Union and the attached.

Answer these Questions and list as subheadings:

1. What do you think will happen next without any intervention? Why?

2. Discuss the important steps that might take place to resolve this issue.

3. If you were the HR manager in this plant, describe in detail what you would do to get to the root of the issue. Why?

Bring in at least 2 library sources plus any applicable background readings to help strengthen your discussion.

Required Reading

https://www.nlrb.gov/rights-we-protect

https://www.nlrb.gov/resources/nlrb-process/unfair-labor-practice-process-chart

Employee rights under the National Labor Relations Act. (n.d.). Retrieved from http://www.dol.gov/olms/regs/compliance/EmployeeRightsPoster11x17_Final.pdf

Verma, A. (2005). What do unions do to the workplace? Union impact on management and HRM. Retrieved from http://dx.doi.org/10.1007/s12122-005-1013-5

The paper should be 3 pages, not counting cover and reference pages.

APA format including good introduction, subheaders and strong conclusion.

Why have a union free organization?

Please answer the questions below. Use question and answer (Q&A) format for your response; in other words, include the original question along with your 2 paragraph answer in the reply.

Within your answer, support your responses with information from at least two reputable sources (library and/or Web-based) and provide the full citation at the end.

Use APA format for your references.
Bring in your own personal experiences, if applicable.

1. Assume that senior management has just learned that there is a union organizing effort going on. This is the second time in four years that the hourly employees have tried to unionize. As an HR manager in this union-free company with 500 plant (hourly) employees located in a large industrial city, what actions would you recommend to senior management to remain union-free? Why?

2. Assume there has been a discussion about using an employee participation program (EPP) in the workplace. What is your opinion of using an EPP? Why?

3. What are the advantages of an EPP?

4. What are the disadvantages of an EPP?

Be sure to consider anti-union prohibitions under the National Labor Relations Act and other pertinent legislation.

Then “challenge” your opinion on at least 2 of your above responses to show you full understand this subject.

Required Reading

Devinatz, V. G. (2013). The crisis of U.S. trade unionism and what needs to be done. Labor Law Journal, 64(1), 5-19. Retrieved from ProQuest.

Employee rights under the National Labor Relations Act. (n.d.). Retrieved from http://www.dol.gov/olms/regs/compliance/EmployeeRightsPoster11x17_Final.pdf

Esterl, M., & Carey, S. (2010, March 12). Labor tensions threaten airline recovery; as industry emerges from recession, unions aim to recoup wages cut over past decade. Wall Street Journal (Online). Retrieved from ProQuest.

National Labor Relations Board https://www.nlrb.gov/

Verma, A. (2005). What do unions do to the workplace? Union impact on management and HRM. Retrieved from http://dx.doi.org/10.1007/s12122-005-1013-5

Rights of Employees

Before starting this assignment, be sure that you are familiar with the following additional laws and their amendments:

Polygraph Protection Act (Click on the link for a brief overview.)

Worker Adjustment & Retraining Notification Act (Click on the link for a brief overview.)

Privacy laws (Click on the link for a very brief overview of employee privacy and employment law.)

Drug Testing laws (Click on the link for a brief overview.)
OSHA (Click on the link for a brief overview.)

Integrate your responses to the following as you prepare your paper:

One of your old college roommates who now lives in New York City just called you. He said he was on vacation this week attending a cross-dressing convention and got a call from his boss. His boss told him he just lost his job in a layoff along with 50 other employees in the same private-sector company (that had 850 employees pre-layoff). His boss told him he was being laid off effective immediately because he refused to take a lie detector test concerning drugs found in his company locker. He also refused to take a drug test because he was afraid that a false positive would result in the state child protection agency taking away custody of his children.

Discuss the legal ramifications of this situation.

For example, discuss how the Polygraph Protection Act, Worker Adjustment & Retraining Notification Act, and/or any privacy laws, discrimination laws, safety laws, or state drug testing law(s) might apply.

Use at least Online Library sources plus any applicable background readings to help strengthen your discussion.

APA format mandatory! Must include an Introduction, Subheadings and Conclusion!

Reference Examples
Basic Format for Books

Author, A. A. (Year of publication). Title of work: Capital letter also for subtitle. Location: Publisher.

Article from an Online Periodical

Author, A. A., & Author, B. B. (Date of publication). Title of article. Title of Online Periodical, volume number(issue number if available). Retrieved from
http://www.someaddress.com/full/url/

Article From an Online Periodical with DOI Assigned

Author, A. A., & Author, B. B. (Date of publication). Title of article. Title of Journal,volume number, page range. doi:0000000/000000000000 or
http://dx.doi.org/10.0000/0000

Author, A. A., & Author, B. B. (Date of publication). Title of article. Title of Journal,volume number. Retrieved from http://www.journalhomepage.com/full/url/

Newspaper Article

Author, A. A. (Year, Month Day). Title of article. Title of Newspaper. Retrieved from http://www.someaddress.com/full/url/

Electronic Books

De Huff, E. W. (n.d.). Taytay’s tales: Traditional Pueblo Indian tales. Retrieved from http://digital.library.upenn.edu/women/dehuff/taytay/taytay.html

Nonperiodical Web Document or Report

Author, A. A., & Author, B. B. (Date of publication). Title of document. Retrieved from http://Web address
***Assignment Expectations
•Assignment-Driven: Does the paper fully address all aspects of the assignment? Is the assignment addressed accurately and precisely using sound logic? Does the paper meet minimum length requirements?

•Critical Thinking: Does the paper demonstrate graduate-level analysis, in which information derived from multiple sources, expert opinions, and assumptions has been critically evaluated and synthesized in the formulation of a logical set of conclusions? Does the paper address the topic with sufficient depth of discussion and analysis?

•Business Writing: Is the essay logical, well organized and well written? Are the grammar, spelling, and vocabulary appropriate for graduate-level work? Are section headings included? Are paraphrasing and synthesis of concepts the primary means of responding, or is justification/support instead conveyed through excessive use of direct quotations?

•Effective Use of Information: Does the submission demonstrate that the student has read, understood, and can apply the background materials for the module? If required, has the student demonstrated effective research, as evidenced by student’s use of relevant and quality (library?) sources? Do additional sources used provide strong support for conclusions drawn, and do they help in shaping the overall paper?

•Citing Sources: Does the student demonstrate understanding of APA Style of referencing, by inclusion of proper citations (for paraphrased text and direct quotations) as appropriate? Have all sources (e.g., references used from the Background page, the assignment readings, and outside research) been included, and are these properly cited? Have all sources cited in the paper been included on the References page?

REQUIRED READING

DiversityInc.com provides a variety of articles and court case decisions relating to discrimination.
Drug testing laws for all U.S. states and territories at http://www.testcountry.com/StateLaws/

Employment Law Information Network (information on recent cases, laws, HRM-related topics), from http://www.elinfonet.com/

Equal Employment Opportunity Laws (federal) website. Retrieved from http://eeoc.gov. (See this website for the major federal EEO laws.)

Greaves, M., & Smith, A. (2009, January). The new Genetic Information Non-Discrimination Act. Defense Counsel Journal, 76(1), 137-140. Retrieved from ProQuest.

Human resource management and the law. (n.d.). Retrieved from http://www.scribd.com/doc/18002088/Chapter-4-Human-Resource-Management-and-the-Law

Occupational Safety and Health Administration website at https://www.osha.gov/.

Other workplace standards: Reemployment and nondiscrimination rights for uniformed services members. (n.d.). elaws – Employment Law Guide. Retrieved from United States Department of Labor website at http://www.dol.gov/compliance/guide/userra.htm

Employment laws and the private sector

For this assignment focus on the topics listed below and how they impact the “Private” sector workplace. (Be sure to focus on the private sector, and not the public sector in your answer.)

Discuss the following in an integrated essay, backing up your statements with research:

a. Exceptions to Employment at Will.
b. Immigration Reform and Control Act (IRCA).
c. Uniformed Services Employment and Reemployment Rights Act (USERRA).

1) Provide a half-page summary of each of the topics listed above. Include these summaries together in one Appendix at the end of your paper.

Then:

2) Examine employment at will and its exceptions and explain the exception that has had the greatest impact on the private sector workplace.

3) Examine USERRA and detail its positive and negative impacts on the private sector workplace.

4) What is the one most important change you see is needed to IRCA? Why? Discuss. (Note: repealing the law is not an option.)

Provide cited reference information (from valid sources) to back up your discussion.

Consider the major HRM functions in your answer. (emailed)

Use 6 scholarly library sources, plus any applicable background readings to help strengthen your discussion.

APA format mandatory! Must include an Introduction, Subheadings and Conclusion!

REQUIRED READING

Guerin, L. (n.d.). Employment at will: What does it mean? Retrieved from Nolo at http://www.nolo.com/legal-encyclopedia/employment-at-will-definition-30022.html

Genetic information discrimination. (n.d.). U.S. Equal Employment Opportunity Commission. Retrieved from http://www.eeoc.gov/laws/types/genetic.cfm

Immigration Reform and Control Act, retrieved from http://www.usimmigrationsupport.org/googlesearch/result/?cx=004428749639821659073%3Acemxcmkqhx4&cof=FORID%3A10&ie=UTF-8&q=Immigration+Reform+ and+Control+Act&sa=

Muhl, C. (2001, January). The employment-at-will doctrine: Three major exceptions. Monthly Labor Review, 124(1), 3-11. Retrieved from ProQuest.

Federal Trade Commission. (2012). Using consumer reports: What employers need to know. Retrieved from http://business.ftc.gov/documents/bus08-using-consumer-reports-what-employers-need-know

Worker Adjustment and Retraining Notification Act: http://www.doleta.gov/programs/factsht/warn.htm

Reference Examples

Basic Format for Books

Author, A. A. (Year of publication). Title of work: Capital letter also for subtitle. Location: Publisher.

Article from an Online Periodical

Author, A. A., & Author, B. B. (Date of publication). Title of article. Title of Online Periodical, volume number(issue number if available). Retrieved from
http://www.someaddress.com/full/url/

Article From an Online Periodical with DOI Assigned

Author, A. A., & Author, B. B. (Date of publication). Title of article. Title of Journal,volume number, page range. doi:0000000/000000000000 or
http://dx.doi.org/10.0000/0000

Author, A. A., & Author, B. B. (Date of publication). Title of article. Title of Journal,volume number. Retrieved from http://www.journalhomepage.com/full/url/

Newspaper Article

Author, A. A. (Year, Month Day). Title of article. Title of Newspaper. Retrieved from http://www.someaddress.com/full/url/

Electronic Books

De Huff, E. W. (n.d.). Taytay’s tales: Traditional Pueblo Indian tales. Retrieved from http://digital.library.upenn.edu/women/dehuff/taytay/taytay.html

Nonperiodical Web Document or Report

Author, A. A., & Author, B. B. (Date of publication). Title of document. Retrieved from http://Web address
***Assignment Expectations
•Assignment-Driven: Does the paper fully address all aspects of the assignment? Is the assignment addressed accurately and precisely using sound logic? Does the paper meet minimum length requirements?

•Critical Thinking: Does the paper demonstrate graduate-level analysis, in which information derived from multiple sources, expert opinions, and assumptions has been critically evaluated and synthesized in the formulation of a logical set of conclusions? Does the paper address the topic with sufficient depth of discussion and analysis?

•Business Writing: Is the essay logical, well organized and well written? Are the grammar, spelling, and vocabulary appropriate for graduate-level work? Are section headings included? Are paraphrasing and synthesis of concepts the primary means of responding, or is justification/support instead conveyed through excessive use of direct quotations?

•Effective Use of Information: Does the submission demonstrate that the student has read, understood, and can apply the background materials for the module? If required, has the student demonstrated effective research, as evidenced by student’s use of relevant and quality (library?) sources? Do additional sources used provide strong support for conclusions drawn, and do they help in shaping the overall paper?

•Citing Sources: Does the student demonstrate understanding of APA Style of referencing, by inclusion of proper citations (for paraphrased text and direct quotations) as appropriate? Have all sources (e.g., references used from the Background page, the assignment readings, and outside research) been included, and are these properly cited? Have all sources cited in the paper been included on the References page?

Employee Rights and Safety

3. What would be the consequences if OSHA were repealed?

4. What recommendations do you have to improve OSHA law or its regulations?

Then –

Challenge your original response to at least 2 questions above. Your additional information may be from the news, your readings/research, and/or personal experience. Cite your sources.

Use 4 scholarly library sources, plus any applicable background readings to help strengthen your discussion.

APA format mandatory! Must include an Introduction, Subheadings and Conclusion!

REQUIRED READING

Occupational Safety & Health Administration website: http://www.osha.gov

Human resource management and the law. (n.d.). Retrieved from http://www.scribd.com/doc/18002088/Chapter-4-Human-Resource-Management-and-the-Law

Occupational Safety and Health Administration website at https://www.osha.gov/.

Summary of the major laws of the Department of Labor at http://www.dol.gov/opa/aboutdol/lawsprog.htm

U.S. Department of Labor. (n.d.). Elaws: Employment laws assistance for workers and small businesses. Retrieved from http://www.dol.gov/elaw