Sample content Employee Handbook Assignment Paper I.

1. MGT 434 Employee Handbook Assignment
Link : http://uopexam.com/product/mgt-434-employee-handbook-assignment/
Sample content
Employee Handbook Assignment Paper
I. Introductory statement
II. Confidential Info

2. • Knowing to defend information linked to company functions, customers,
vendors/suppliers and workers
III. FMLA
IV. TITLE VII
V. ADA
VI. COBRA
VII. The Rehabilitation Act of 1973
VIII. OSHA and Environment, Health and Safety
• Workers doing job and maintaining their workplace safely and legally
IX. FLSA
X. EEO: Equal Employment Opportunity
• Enforcement of the federal laws which forbid workplace discrimination: Sexual
Harassment, Age discrimination, Americans having Handicaps, Sex discrimination,
Equality in pay
XI. Preventing workplace harassment and workplace violence
XII. Sarbanes-Oxley Compliance
• Correct company reporting, documentation and operational controls
XIII. Privacy in the workplace; Technology: E-mail and Internet use
XIV. Performance evaluations
Introductory Statement:
Phoenix Rising, LLC, reserves the right to change or revoke the policies in our
employee handbook at any time. This handbook is a guide only and should not be

3. interpreted as an express or implied contract by Phoenix Rising, LLC. or their
subsidiaries.
Workers involved in a company or organization pass that favorable attitude to
clients. Engaged workers motivate customer use which results in enhanced client
satisfaction. No business or company can exist without clients. A major
organizational element in worker satisfaction is organizational tradition. At Phoenix
Rising, we are devoted to winning with integrity. Leadership is hard won and must
never be taken for granted. Our goals are to accomplish perfect execution and
without using shortcuts on high quality. Our company seeks the best expertise and
encourages worker development. The organization is adaptable and learns from
our mistakes. The Board of Directors of Phoenix Rising, LLC are Robin Guy,
Shawn Hansen, Tara Percifield and Yolanda Howell-Wade.
FMLA
Companies don’t have to pay overtime wages to workers exempt from the
FLSA’s overtime conditions. The federal Fair Labor Standards Act (FLSA)
necessitates that together with paying no less than the minimum salary to workers
they should also pay overtime wages to workers who work over forty hours in a
particular workweek, until they satisfy pre-determined exclusions. Most employees
are then categorized as exempt or non-exempt based on their compensation and
the kind of work done.
The 3 kinds of exempt workers exempt under federal regulation: executive,
administrative, and professional. Exemptions also apply for specific retail or service
companies. Overtime errors can happen when the company misclassifies a non-
exempt worker as exempt. Among the most key elements is that the worker be
compensated on a wage basis. Exempt workers do not need to get overtime
salaries since they are exempt from the FLSA’s overtime terms. Nonexempt
workers are eligible to get overtime wages the FLSA provision. Companies should
pay these types of workers one-and-a-half times their normal rate of pay if they
work in excess of 40 hours in a week.
Title VII
Workers have safety from harassment due to antidiscrimination laws and
regulations included under Title VII. Title VII forbids companies from discrimination
based on race, faith, gender, or handicap. Workers are protected against poor
treatment or working conditions. Companies should have a sexual harassment
policy which clearly describes the methods for filing and analyzing accusations.
The Civil Rights Act of 1965 states that all individuals are protected against all

4. types of job discrimination depending on gender, race, or national origin, and so
on.
ADA
The Americans with Disability Act (ADA) is a modification which forbids companies
from discriminating against handicapped persons able to make important
contributions in the place of work in spite of the handicap. The ADA forbids
discrimination based on disability in hiring, employing, promotions, training, pay,
and other aspects of job.
COBRA
COBRA or the Consolidated Omnibus Budget Reconciliation Act offers workers
that have lost health benefits having the ability to go for continued group health
benefits in the group health plan. COBRA usually needs company sponsored group
health plans which have twenty or over workers in the previous twelve months
provide the opportunity for continuation coverage where health coverage in the
group plan would end (Department of Labor, 2010).
The Rehabilitation Act of 1973
The Rehabilitation Act of 1973 was the 1st regulation to forbid discrimination
against people with handicaps. This was the 1st civil rights regulation created to
defend people with handicaps from discrimination due to her or his handicap.
Nondiscrimination legal needs relate to organizations, companies or organizations
getting federal government help and government departments, together with post-
secondary establishments established under this class. Within Section 503 of the
Rehabilitation Act of 1973 discrimination is forbidden and employers with federal
government agreements or subcontracts more than $10,000 should use an
affirmative plan of action to employ, keep, and encourage competent people with
handicaps. Covered contractors and subcontractors should offer certain equal
employment opportunity conditions in their nonexempt agreements and
subcontracts (DOL, 2010).
OSHA and Environment, Health and Safety
An organization should constantly invest in training and academic programs.
Keeping this in mind, workers may then carry out their work responsibilities and
keep their place of work atmosphere safely and legally. Our dedication to place of
work safety is integrated with our company functions and will be recorded for
managing and improving ecological and safety precautions. Like an organization,

5. we are dedicated to doing work in a manner to defend all workers, suppliers,
vendors, customers, our communities, and the international atmosphere. That
dedication is to having company operating systems both energy efficient and
beneficial to reducing ecological and international effects.
FLSA
The FLSA (Fair Labor Standards Act) is a Federal government regulation, also
known as the “overtime law” makes sure that salaries are paid for all hours worked
and that all overtime hours, overtime pay and collected unpaid overtime payable
are paid to workers. This legislation offers companies and workers with the
important information needed to know minimum salary, overtime, and labor
recordkeeping processes. Dependent on the employee’s position a person might
be eligible for overtime for hours beyond forty each week (non-exempt) or in case
getting a flat salary and go over the forty hours worked each week (exempt).
EEO: Equal Employment Opportunity
The Equal Employment Opportunity Commission is a federal government
organization having the duty for examining and taking legal action against
companies for violations of workplace harassment and discrimination laws and
regulations. The Commission also recommends companies on techniques to be
used for compliance. Enforcement of the national laws which
http://uopexam.com/product/mgt-434-employee-handbook-assignment/