Overview
Frostburg Fit is struggling with an HR strategy, organizational system(s), and retention. Laura Finley, the Office Coordinator, holds responsibilities outside her immediate role such as recruitment, conducting background/reference checks, onboarding, coordinating employee benefits, and finances. With the recent expansion in staff and increase in turnover, Laura is found operating in a Human Resources role without previous experience. Recently, Michelle Cartwright, newest chair of the HR committee and board, has been providing guidance to Laura along with current management team, Tracy Curtis (Director of Finance and Membership Services), and Gail Wolfe (Executive Director). However, there is no immediate Human Resources department
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By 2007, they increased their visibility by reaching other local communities. Frostburg Fit is profitable by staying affordable in the Frostburg Falls community and covering expenses through 20% membership increase to other communities. To maintain, the organization will need a strategic plan to retain, develop, and …show more content…
Once returning from the workshop, she confronted Michelle that Frostburg Fit might be in violation of The Fair Labor Standards Act. The Fair Labor Standard Act (FLSA) is intended to protect workers against certain unfair pay practices or work regulations. The FLSA is one of the most important laws for employers to understand since it sets out a wide array of regulations for dealing with employees. Under the FLSA, it established minimum wage, overtime pay, recordkeeping, and youth employment standards affecting employees in the private sector and in federal, state, and local governments. It also introduced the 40-hour work week, as well as overtime pay. Employees whose jobs are governed by the FLSA are either "exempt" or "nonexempt." Nonexempt employees are entitled to overtime pay. Exempt employees are not. Laura brought to Michelle’s attention that nonexempt employees, including herself, have been working over 40 hours. Due to the turnover, Frostburg Fit has been understaffed. Employees are not keeping track of the work done outside the facility. Thus, unpaid overtime hours could lead to claims. Frostburg Fit needs to determine areas in need of headcount. Once determined, those positions must be filled in a timely manner to decrease employees working outside their normal work hours. In case employees do need additional time, they must seek approval. Frostburg Fit will need to draft an
According to the established FLSA, non-exempt employees working on an hourly basis should make a living wage working the forty hour work week. Currently,minimum wage is not equal to the living wage. An action needs to be taken now, before the middle class completely disappears. One percent of the populations owns more of the wealth than the other ninety-nine percent.If the working class is not able to improve its current situation only two social classes will exist. America will be divided by a high well paid class and a low class with a minimum wage
Dubuque Packing Co. (1982) Reasonable actions from employee would have been to take immediate steps, short of resignation, to work with management in order to address the intolerable working condition in an effort to make them more tolerable. Due to the fact that the former employee quit immediately after the new policy change was put into effect, shows that no actions were taken to resolve the intolerable working conditions.
United States Department of Labor. "U.S. Department of Labor - Wage and Hour Division - U.S. Department of Labor-General Information on the Fair Labor Standards Act (FLSA)." U.S. Department of Labor - Wage and Hour Division -
...lley, W. H., Jennings, K. M., Wolters, R. S., & Mathis, R. L. (2012). Employment & Labor Relations. Mason, OH: Cengage Learning.
Happy Valley, Inc. violated the NLRA by imposing a broad attendance policy. Employees could misinterpret the policy as a tardy employee being sent home for the day, but not terminated. The policy was designed to punish employees and it placed constraints on concerted activity. Additionally, Happy Valley Inc., did not state what “just cause” was in instances of terminations. When Mr. Hackenberg was terminated, there was no due process. In addition, this new policy was only for employees that had been with the company for less than five years. The policy showed favoritism to the senior employees.
For the final assignment, I am going to propose a three-year plan to expand the iconic weight loss company of Weight Watchers, to gain new and younger clientele. The plan will include a brief synopsis of the company, a SWOT analysis, and three plans that will be essential to the strategic plan to attract new members. Although Weight Watchers, has been successful for over 50 years the available number of quick diets has made the market over saturated and caused Weight Watchers to have a declining presence in the market. Without this three year stregatic plan to attract new members the company may be forced to sell off its assets and close its doors.
Susan Kellar contends that she is entitled to overtime under the Fair Labor Standards Act for work performed prior to the official start of her work shift. The district court granted summary judgment in favor of her employer, Summit Seating, because it found that Kellar's pre-shift activities were “preliminary,” that any work Kellar performed before her shift was “de minimis,” and that Summit did not know that Kellar was engaging in pre-shift work. While we disagree with the district court's conclusions regarding the “preliminary”
Bennett-Alexander, Dawn D. & Hartman, Laura P. (2001). Employment Law for Business (3rd ed.). New York: McGraw-Hill Primis Custom Publishing. Downloaded February 4, 2008 from the data base of http://www.eeoc.gov
For example one of the rules states ““strive for excellence” but the employees at Walmart act the opposite. That is not what it takes to be a Walmart Employee. There was a video shown at the orientation of an employee caught on tape stealing from the cash register. When Walmart was having the presentation with the pre employees they were in a windowless room filled with no distractions because they wanted them to only be focused on that specific thing the “orientation”. While Ehrenreich was working for Walmart she saw a lot of hostile behaviors she did not like that environment but she had no choice because of the few jobs available in the town she didn't have a alternative. I felt the same way if there were more jobs in my neighborhood I would definitely would have stopped working for
REI’s HR department description leads one to believe that HR has a larger role than just traditional functions.
Kelly was hired as an assistant language teacher (ALT) and had been working for six months. She was to work three days a week in the board of education office and two days helping with the English program. Her contract stated that her hours were Monday to Friday 8:30 AM to 5 PM. These hours were not the hours of the Japanese workers. Their culture had the employees working six days a week and rarely took time off. Kelly’s contract also had vacation and sick leave time given but stipulations as to when a doctor’s note was needed and the notice time given for time off for vacations.
(8) U.S. Dept. of Labor, Family and Medical Leave Act – Wage and Hour Division (WHD) (http://www.dol.gov/whd/fmla/), 2013, Website
discussed. If workers in the factory have no heat, no lunch breaks or they are
The issue is whether the traveling time that miners take to get to the face of the mine counts as working time under the Fair Labor Standards Act. The State of Confusion should adopt the majority’s opinion and hold travel time as work time. This position held that because the workers were under employer supervision, physical exertion was involved because they are performing a service, and the worker is doing this work to benefit the employer travel time should count as worktime. Lunch time does not count as worktime because the employee is not supervised and it is for their benefit, by contrast travel time is worktime because there is supervision, it is not the employees own time, and it is for