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Public Policy Exception Assignment

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Added on  2019-10-18

Public Policy Exception Assignment

   Added on 2019-10-18

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Short Answer QuestionsRespond to all five of the following questions. You should use the Grading Rubric for Written Assignments in the Content area for this MTE (Look at Week 6 materials and Resources) to help you when submitting your responses. Please remember that grammar and spelling are important! You will receive five points maximum for each question. (Format: 12 point, Times New Roman, single space preferred.)1.What is the public policy exception to employment at will? Give one example of a termination that may be construed as an exception to employment at will based on public policy.2.Define disparate impact and disparate treatment. How do they differ?3.Define job description and job specification and describe how they are used.4.Compare and contrast replacement charts and succession planning?5.Discuss the different ways in which a firm can deal with temporary employee surpluses.Essay QuestionsRespond to all three of the following questions. You should use the Grading Rubric for Written Assignments in the Content area (Look at Week 6 materials and Resources) to help you when submitting your responses. Please remember that grammar and spelling are important! You willreceive 15 points maximum for each question.(Format: 12 point, Times New Roman, single space preferred.)Question 1: What is affirmative action? What is an affirmative action plan?Question 2: You have just taken on the role of Director of Recruiting at a grocery chain. The first thing you notice is that the Careers page and the website for your company does not represent your company’s desire to be an employer of choice. You have embarked on a quest to change that and your CEO has asked what you think about the company’s website. He has noticed that Fortune Magazine’s “100 Best Companies to Work For” in 2016 listed three grocery stores in the top 100. They are: (a)Nugget Markets
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(b)Wegmans Food Market(c)Whole Foods MarketYour CEO has asked you to research their websites and provide an evaluation of what you see. You should access the websites of these markets and conduct the following analysis:Consider and specifically evaluate the design factor considerations (specifically address organization website design information found in your readings) Using this information provide an analysis to your CEO of these websites along with suggestions that would improve the recruitment section of each one. Please remember – your response should be written for a CEO to read. Grammar, style, and punctuation are important for good communication in HR but CRITICAL whenyou are communicating with the executive suite. Remember – executives do not want to read a novel – you must learn to be brief but get your points across effectively. Your final analysis is worth a total of 15 points. No more than 2 pages should be submitted for this question and use citations where required!Question 3: The We Deny Everything Insurance Company (WDE) handled a massive volume of claims each year in the corporate claims function, as well as in its four regional claims centers. Corporate claims were located in sunny California and the regional offices were located in Atlanta, Cleveland, Providence, and Las Vegas.Corporate claims were headed by the senior vice president of corporate claims (SVP).Reporting to the SVP were 2 managers of corporate claims (MCC-Life and MCC Homeowners/Residential) and a highly skilled corporate claims specialist (CCS).Each regional office (4) was headed by a regional center manager (RCM). The RCM was responsible for both supervisors and claim specialists within the regional office. TheRCM’s reported to the vice president of regional claims (VPRC). This is the structure before reorganization (I suggest you draw a chart for your own reference).WDE decided to reorganize its claims function by eliminating the 4 regional offices (and the RCM position) and establishing numerous small field offices throughout the country.The other part of the reorganization involved creating 5 new CCS positions. The CCS position was to be redesigned and upgraded in terms of knowledge and skill requirements. It was planned to staff these new CCS positions through internal promotions from within the claims function.The plaintiff in the case was Ron Whyme, a 53 year old RCM. Since his job was being eliminated, Ron was asked by the SVP to apply for one of the new CCS positions. The
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