Read Case Study 3.2 

• Present a case analysis 2500 word in length not including the cover page and reference section answering the three questions below:

Questions

• 1. Phyllis has called you into her office to help her make sense of the contradictions in the two project evaluations. How would you explain the reasons for the divergence of opinion from one technique to the next? What are the strengths and weaknesses of each screening method?
• 2. Choose the project that you think, based on the two analyses, Nova Western should select. Defend your choice.
• 3. What does this case suggest to you about the use of project selection methods in organizations? How would you resolve the contradictions found in this example?
• You are to use a minimum of 5 to 7 sources as in accordance with APA standards including in-text citations.

Answer discussion questions.

■ What is the difference between global remuneration and international assignment compensation?

■ What are the major issues related to the effectiveness of global remuneration plans?

■ How are equity compensation plans affected when used as incentive compensation with employees from different countries in an MNE?

■ What are common international assignment management compensation systems, what are advantages and disadvantages of each system, and when are they used most appropriately?

■ What different tax approaches can be used by MNEs for international assignment compensation?

1. Define human resource management.
2. Describe how HR has changed throughout the years.
3. Identify the importance of the HR functions to the organization (each one).

Plagiarism

You are expected to write primarily in your own voice, using paraphrase, summary, and synthesis techniques when integrating information from class and outside sources. Use an author’s exact words only when the language is especially vivid, unique, or needed for technical accuracy. Failure to do so may result in charges of Academic Dishonesty.

Overusing an author’s exact words, such as including block quotations to meet word counts, may lead your readers to conclude that you lack appropriate comprehension of the subject matter or that you are neither an original thinker nor a skillful writer.

If you choose to accept this assignment , i expect it to be plagiarism free!! If you can’t and won’t deliver quality work, don’t accept . Period!!

Source: https://commons.wikimedia.org

EEO Compliance for Federal Contractors/Subcontractors

Before starting this assignment, be sure to familiarize yourself with the OFCCP and the following laws and their amendments:

National Immigration Forum (Aug. 2018). Fact Sheet: E-Verify. Retrieved from https://immigrationforum.org/article/fact-sheet-e-verify/

U.S. Department of Labor. Office of Federal Contract Compliance Programs (OFCCP). (n.d.) About OFCCP. Retrieved at https://www.dol.gov/ofccp/aboutof.html

U.S. Department of Labor. Office of Federal Contract Compliance Programs (OFCCP). (n.d.) Executive Order 11246, As Amended. Retrieved at https://www.dol.gov/ofccp/regs/statutes/eo11246.htm

U.S. Department of Labor. Office of Federal Contract Compliance Programs (OFCCP). (n.d.) Section 503 of the Rehabilitation Act of 1973, As Amended. Retrieved at https://www.dol.gov/ofccp/regs/compliance/sec503.htm

U.S. Department of Labor. Office of Federal Contract Compliance Programs (OFCCP). (n.d.) Regulations Implementing the Vietnam Era Veterans’ Readjustment Assistance Act. Retrieved at https://www.dol.gov/ofccp/regs/compliance/vevraa.htm

U.S. Department of Labor, Office of Federal Contract Compliance Programs (OFCCP). (n.d.) Sample affirmative action programs (AAPs). Retrieved from http://www.dol.gov/ofccp/regs/compliance/aaps/aaps.htm

Case Assignment

You are an HR Manager for a large sheet metal manufacturing company. One of your largest customers has just secured a major office furniture contract with the federal government. Your customer wants your company to become a subcontractor for the project, making all of the plastic parts required. Even though it would be lucrative, there is uncertainty among your organization’s top officials about whether to join this project, given that the preparation of an affirmative action plan and the formulation of goal achievement requirements will be imposed to correct underutilization.

You have been tasked to prepare a slide presentation (10-12 slides, not counting the cover slide or the reference list slide). Include an audio component (voiceover slides), speaker notes at the bottom of each slide, or both). Watch the short YouTube video How to Add Audio into your PowerPoint for more information.

Your presentation needs to address the following:

1. Identify the EEO compliance requirements that impact a federal subcontractor.

2. Classify the important components of an affirmative action plan (expand on the goal-setting process).

3. Determine how affirmative action goals should relate to an organization’s strategic human resources plan.

4. Elucidate on your recommendations to the organization’s top officials about becoming part of this project.

Use at least five Trident Online Library sources plus any applicable background readings to support your discussion.

Online Sources

OFCCP does not want any EEO-1 pay data

Waltemath, Joy.Weblog post. CCH Work Day [BLOG]Newstex. Nov 25, 2019.

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By Pamela Wolf, J.D.

Effective immediately, the agency will not request or accept EEO-1 Component 2 pay data.

The Office of Federal Contract Compliance Programs has released its “Intention Not to Request, Accept, or Use Employer Information Report (EEO-1) Component 2 Data,” slated for publication in the Federal Register on November 25, 2019. Referencing the EEOC’s earlier notice that it does not intend to submit to the Office of Management and Budget a request to renew Component 2 pay data under the current OMB control number, and its request that Component 1 be assigned a new OMB control number, the OFCCP made clear that it will not request, accept, or use Component 2 data.

The OFCCP said that it “does not expect to find significant utility in the data given limited resources and its aggregated nature, but it will continue to receive EEO-1 Component 1 data.”

Information collection. The OFCCP and EEOC collect workforce data through the EEO-1 report. The EEOC’s legal authority to collect this data comes from Title VII, while the OFCCP’s authority derives from Executive Order 11246. The EEO-1 collects information from private employers and federal contractors about the number of employees by job category, and by sex, race, and ethnicity (Component 1). The two agencies share this information to avoid duplicative information collections and minimize the burden on employers.

Stayed and reinstated. In April 2019, a Washington, D.C. federal court, in National Women’s Law Center v. Office of Management and Budget, ordered the reinstatement of the OMB-approved 2016 revision to the EEO-1 that requires filers to additionally submit aggregated employee pay and hours worked (Component 2). The Obama-era revision had been illegally stayed by the OMB, the court concluded.

Collection not renewed. However, the EEOC, as the agency responsible for securing OMB approval of the EEO-1 data collection under the Paperwork Reduction Act, recently gave notice that it does not intend to submit to the OMB a request to renew Component 2 under the current OMB control number. It has requested that Component 1 be assigned a new OMB control number. The EEOC is contemplating the value and usefulness of the pay data collection, and to that end, heard from an invited panel of experts on November 20 (see Public hearing on EEO-1 pay data collection reveals sharp divides, November 20, 2019).

Pay data unnecessary. The OFCCP explained that it has reviewed the parameters of the Component 2 pay data collection and has determined that it does not find the data necessary “to accomplish its mission to ensure federal contractors are not engaged in unlawful pay discrimination.” The OFCCP noted that the pay data is collected in a highly aggregated format, and although it could potentially inform the OFCCP’s scheduling process for compliance evaluations, “it is too broad to provide much utility.”

The pay data is not collected at a level of detail that would permit the OFCCP to make comparisons among similarly situated employees, as required under Title VII standards that the OFCCP applies in administering and enforcing EO 11246. The OFCCP also noted that it receives up-to-date, employee-level pay data from contractors selected for compliance evaluations. This data enables the agency to identify pay disparities that may violate EO 11246 by comparing the pay of employees who are similarly situated under the contractors’ pay practices. Thus, the OFCCP does not need Component 2 pay data for that purpose.

Further, analyzing EEO-1 Component 2 pay data would put an unnecessary financial burden on the OFCCP. The agency’s limited resources do not support the enhanced scope of review of employer practices or provide the human capital and technical capacity that would be required to make use of the Component 2 data.

Will not request or accept. “Given the limited utility of the data for OFCCP’s purposes within the constraints of OFCCP’s available resources, OFCCP will not request or accept EEO-1 Component 2 data,” according to the agency’s notice. “OFCCP will continue to receive EEO-1 Component 1 data from covered contractors and subcontractors through the Joint Reporting Committee for purposes of reviewing their compliance with Executive Order 11246 and its implementing regulations, including the reporting requirements at 41 CFR 60-1.7.”

The OFCCP’s notice is effective immediately. OFCCP audits: Are you really covered?

Castleton, Richard W.Long-Term Living; New York Vol. 60, Iss. 2,  (Feb 2011): 39-40.

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The Office of Federal Contract Compliance Programs (OFCCP) enforces equal employment opportunity laws. This most prominently includes Executive Order 11246 (EO 11246), Section 503 of the Rehabilitation Act of 1973 (Section 503), and the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA). This article provides a general review of these laws, OFCCP jurisdiction, and how this impacts the long-term care (LTC) industry. EO 11246 prohibits discrimination and requires affirmative action to ensure that all employment decisions are made without regard to race, color, religion, sex, or national origin. Section 503 of the OFCCP prohibits discrimination and requires affirmative action in the employment of qualified individuals with disabilities. VEVRAA prohibits discrimination and requires affirmative action in the employment of specified categories of veterans. LTC facilities may see an increase in the number of compliance review notifications. LTC facilities should keep several things in mind. First, the OFCCP has not announced any directive targeting LTC facilities. Second, any increase in compliance reviews is most likely connected to the increased staff more than anything else.

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Word count: 699

Copyright Newstex Nov 25, 2019

After reviewing the resources in the module Reading and Resources area, describe any four characteristics of adult learners and discuss how HR trends in corporate learning are responding to learners needs.

For your initial post, do the following:

 Write a post of 1 to 2 paragraphs.

v Include at least one citation and reference in your initial post 

Respond to at least two of your classmates’ posts.

(Classmates post are attached).

Write an analytical and thoughtful 3 page reaction paper to Part 1 (A Definition of Terms) of the required textbook  “Why Are All the Black Kids Sitting Together in the Cafeteria? : And Other Conversations About Race” by Beverly Tatum (2017). Write on the topics “Defining racism” and the “complexity of identity”. Your reaction should consist of your views, opinions, and or feelings related to the stories expressed in the book. It is expected that this paper will be written at a level representative of a college student with a senior level standing in Human Relations or higher. Your essay must integrate important aspects of the readings into your writing and should be cited. 

 After researching the affordability and financial sustainability of the Medicare program, discuss whether or not the Medicare program is reasonably affordable for its beneficiaries – why or why not? Is the program financially sustainable for future generations, given the retirement of the baby boomers and the shrinking of the active taxpaying workforce numbers? What changes could be proposed now/soon to save Medicare? Provide responses based on facts to each of these items (with credible/peer-reviewed citations) in a 200-word supported analysis. Remember to use in-text citations in your post. 

Please follow the directions of the assignment, and only write what is relevant to the project. Also, please make sure your writing makes sense, it was hard to follow some of the student’s assignment. I will deduct points.

For this assignment you want to  reread the client case study presented on the Course  Project Introduction page located in Module  01. (A sample of the how to create a case note, about the Norris Family, and the treatment plan has been included, please be free to edit if needed.)

This week for your course project,  you will submit case notes from at least three “appointments” with  Denise Norris. Since this is a  hypothetical case study, you may take the liberty of creating the details of  these appointments. Refer back to the needs assessment you completed in  your intake and the treatment plan/goals you created. The case notes should be  aligned with the content of those sections and be a minimum of one page per  appointment. 

Click here to review the Creating Case Notes in Human Services  PowerPoint that will provide a guide to the purpose and details of case notes. 

As you are formulating your case  notes, consider asking yourself the following questions as a way to plan:

• What details would need to be discussed at the first follow-up appointment after completing the intake? What areas were agreed  upon with Denise Norris in terms of each child as well as herself?
• The second and future appointments should logically follow-up on what was discussed at the previous one. What has been completed and what still needs attention? Are there any new issues or complications that might influence progress?
• As the appointments continue, the professional will build a helping relationship with Denise Norris that should be objectively documented in the case notes. 
• Each appointment should include recommendations for future progress and planned meeting times.

Remember the content of the case notes and direction of Denise Norris’s  case management is up to you and can be fabricated as you see fit. Keep in mind  the logical progression of the client and the reality of the needs being  addressed.

Please note that Human Services  organizations typically have their own forms related to how case notes should  be organized. For the purpose of this project, the format is not as significant  as the information contained in the case notes. 

Helping professionals often face difficult decisions in their work that may have ethical ramifications. Ethical dilemmas span all areas of your professional practice from confidentiality and privacy to cultural considerations. For this Assignment, you concentrate on cultural considerations that may pose challenges to ethical practice. (Culture is broadly defined here as the behaviors, traditions, and/or beliefs of any subgroup.) Select one of the two case studies below to use for this assignment. After analyzing the case study, consider how you might address the issues present using your professional practice code of ethics.

Review the case studies below before completing the Assignment.

Case Study #1

Nitin and Priya are first-generation Indian-American immigrants, while their 16-year-old son was born and raised in the United States. They were reluctant to engage in treatment, but are doing so at the request of their son, Sujay. In Sujay’s view, his parents are being overly controlling regarding his upcoming choice of college, which is causing increasingly frequent clashes between him and his parents. Sujay wants to attend art school, while his parents want him to attend engineering school. They state that a career in science, religion, law, or medicine is the appropriate path for a person of his caste. Sujay claims that while he wants to please his parents, he feels they are stifling his passion and imposing cultural norms that, to him, are a part of their “world” and not his. You have little knowledge of Indian culture or the caste system and are unsure whether the issue at hand is a matter of controlling parents dealing with a life transition issue or a serious conflict involving social and cultural influences.

Case Study #2

Nicole and Julia explain to you that their relationship has felt strained lately and that they fear they are heading for a breakup. The couple explain to you that they have been in a long-term, non-monogamous relationship, but that lately, Nicole has expressed desire to change this practice. Julia feels that Nicole is “changing the rules halfway through the game” and that her sexual relationships with others are of no consequence to how she feels about Nicole. Their current relationship practice conflicts with your own personal opinion about the role of monogamy in relationships, and thus you feel conflicted about how to handle the situation.

The Assignment (2–3 pages)

• Identify the case study you chose and describe the ethical issue(s) present in it.
• Explain how you would address each of these issues.
• Justify your response using the appropriate professional Code of Ethics.

 What is manpower planning?