What elements of broad strategic thinking do you see demonstrated?

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Option #1: African Medical and Research Foundation Case Study ReviewIn this assignment you will review the case study on AMREF found in Chapter 4 of your textbook the first case study in the section Involving Communities in Their Health. In approximately two pages your paper should address the following:What elements of broad strategic thinking do you see demonstrated?What aspects of social development are addressed?What evidence of healthy public policy do you see?Do you see evidence of systems development for health or social policy and related programming?What information stood out most to you from this case study that you might be able to apply in your local community?Instructions:Write a 2- to 3-page paper of about 1 500 words not including the title and reference pages which are required.The paper must be formatted correctly using APA style. Remember all research material used in your paper must be paraphrased and include an in-text citation.Your paper must be properly cited and formatted according to the CSU-Global Guide to Writing and APA Requirements.This is an individual paper; however you should reflect on our Discussion Forums and incorporate ideas from there as appropriate.Be sure you utilize your text appropriately as a reference and cite at least one other credible external reference such as a website or journal article to support your proposed resolution of the case.Your external sources can be trade publications government information newspaper articles or scholarly or peer-reviewed journal articles journal articles. The CSU-Global Library is a good place to find these sources.Turn the paper in via the Submissions Folder.

Does the employee have a legally viable claim for quid pro quo sexual harassment and/or hostile environment sexual harassment?

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Review the Sexual Harassment tutorial, which is found in the
lecture. After viewing the Sexual Harassment tutorial, completing the reading,
and reviewing the lecture notes in conjunction with the CO, answer the
following questions about the tutorial scenario and facts.
Based upon the scenario, You will prepare a 5-8 slide PowerPoint
presentation with voice over. Include the following in your presentation;

Does the employee have a legally
viable claim for quid pro quo sexual harassment and/or hostile environment
sexual harassment? What is the likely outcome?
Analyze the legal factors for the
potential claim(s) in the context of the employee pursuing legal action
against the employer.
Let’s shift gears. Using the same
scenario, assume that you are in the HR Department of your organization,
and that you were just presented with the scenario as an example used to
explore policies and procedures that will avoid sexual harassment
liability. Your boss has asked you to make preliminary suggestions (which
will be presented to the legal counsel) regarding sexual harassment
protocol that will avoid potential liability. What would your top five
suggestions be and why?

Your PowerPoint presentation will also include voice thread
narrated or similar technology. This is an individual assignment.

HRM593
Week 5 Case Anaylsis Paper Latest 2018
May
John
worked for Acme as a senior analyst. He suffered a heart attack and took
medical leave from his job. Prior to the heart attack, his supervisor opened a
locked drawer in his work desk and found prescription drugs that were not
prescribed to John. The supervisor thought that John had been acting a bit
strangely, but decided that he would confront him about it later. The
supervisor did not confront John before the heart attack.
After
six months, John returned to work on a part-time basis. John worked reduced
hours for the next year. Acme was forced to reduce its workforce to cut costs.
Acme conducted a performance appraisal of all managerial employees and
discharged those with the lowest performance ratings. John, because of his
part-time status, had one of the lowest performance ratings. The company did
not look at performance pro-rata based on hours worked. John sued and alleged
that he was wrongfully terminated in violation of the ADA. John alleged that
his termination was a result of his disability.
Your
task is to analyze, identify and discuss the major components of the American
Disability Act ADA of 1990 as it applies to the above case study. You may use
the Internet and the library database for your search. Identify and analyze the
potential claims and defenses with in the case and determine if there were any
violations with respect to the ADA Act of 1990. Utilize the content in the ADA
Act to support your responses and conclusions.
Deliverable
You
will prepare a 1000 to 1500 word paper both explaining and highlighting the
specifics of the ADA Act of 1990 and how it relates to the case. Please
identify which laws if any were broken. Please include a minimum of three
references with your paper.

the difference between a disparate impact and a disparate treatment claim

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WEEK 7: PERFORMANCE OR PRIVACY
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A bank in a small town is concerned with the perception of its
employees by customers and others in the community. Branch managers are
responsible for both the running of the branches and building community
relationships. The bank decides that it needs to determine if certain personal
habits are creating a negative perception towards customers. The bank decides
to monitor its branch manager’s off-duty activities in order to determine if this
is creating concerns for the bank. Is the bank legally permitted to carry
through this action? Does this constitute an invasion of privacy?

dq 2
WEEK 7: EMPLOYMENT LAW IN ACTION
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Retaliation has been the number one filed EEOC complaint now since
2010, surpassing racial and sexual harassment and discrimination for the first
time then, and since then. Often, disciplinary actions result in EEOC filings.
Discipline is an area of Human Resources that can certainly create
the potential for legal liability for employers. What are some good guidelines
to follow? What are some pitfalls to avoid? How might valid policies be
structured and investigations be handled to ensure that retaliation complaints
do not result from disciplinary actions?

HRM593 Week
2 Homework Latest 2018 May
As noted in the EEOC
tutorial (located in this week’s lesson), candidates for the Director of HR
position of the newly merged company, ZAB, are being asked to prepare a
presentation about Title VII, as it pertains specifically to disparate impact
and disparate treatment policies that should be implemented to avoid liability
for potential Title VII violations. Do research to prepare for your
presentation, and write a brief set of answers to the following questions:

the
difference between a disparate impact and a disparate treatment claim;
the
complaint procedure for a disparate impact and a disparate treatment claim
as it pertains to the EEOC;
the
defenses available to the company should a disparate impact claim and/or a
disparate treatment claim be lodged against ZAB; and
suggestions
for avoiding potential EEOC claims and complaints.

Your assignment should
be between 500-750 words in length. You must also properly cite your sources
using APA format.

Has the store manager violated FLSA?

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HRM593 Week
6 Discussion
WEEK
6: FLSA
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College sophomore, Suzy Smart, works part-time in the Handi Mart
convenience store near campus. The store manager requires that each clerk
arrives 15 minutes prior to the start of the shift so that the clerk going
off-duty can review the sales figures and cash status with replacements before
leaving. The clerk going off-duty punches the timecard after this review, but
the incoming clerk is not allowed to punch in until the review is completed and
they have agreed that the sales and cash figures are accurate. Sometimes, this
exercise takes more than 15 minutes, and no matter how long it takes, the clerk
coming on-duty may not punch the timecard and start earning wages until the
process is completed.
Suzy, who completed a course on labor and employment law, realizes
that the store manager is violating the FLSA by not allowing the incoming clerk
to punch the time clock upon arrival. She brings this issue up with the store
manager, who tells her that Handi Mart’s parent corporation does not allow the
store to compensate two clerks for the same period of time, no matter how
brief, since this is classified by the corporation as a single coverage store.
Furthermore, he adds ominously, if Suzy complains to the Wage and Hour Division
of the DOL, he will probably be forced by the company to lay Suzy off, along
with other part-timers, and cover the store himself for the evening shifts. He
states, “You may get everyone a few dollars in back pay, but you’ll also
cost everybody their jobs. Remember, some of your co-workers are single parents
who need this extra income to make ends meet.”
Has the store manager violated FLSA? Explain? Explain how you
would address this scenario as an HR professional.