QuickHelper

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  • MBA, PHD
    Phoniex
    Jul-2007 - Jun-2012

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  • Corportae Manager
    ChevronTexaco Corporation
    Feb-2009 - Nov-2016

Category > HR Management Posted 26 Sep 2017 My Price 8.00

EMPLOYMENT LAW Student Workbook Frostburg Fit Scenario A

After reading the case, answer the questions below identifying the specific components of the FLSA and other employment laws within your responses. Give examples to justify your response, as needed. Do Not Respond to the questions at the end of the case study. ONLY ANSWER THE 7Hum QUESTIONS BELOW!

 

 

  1. How would you determine Laura’s position classification (exempt vs. nonexempt) and why?
  2. Assuming the position is nonexempt, should Laura be paid for hours she worked in the past?
  3. Should Laura be disciplined for working beyond her 40-hour schedule without receiving approval from her supervisor? If Laura continues to work beyond 40 hours per week, what options does Tracey have besides paying Laura overtime?
  4. If you were Laura, what would be your next step given Michelle’s guidance? Should Michelle do anything in her role? How can Frostburg Fit obtain an accurate account of overtime hours by nonexempt employees?
  5. What impact does the limited amount of experience in human resources within the Frostburg Fit staff present? Should Laura be considered as the full-time human resource staff member?
  6. Should Laura be paid for the time she spent traveling to and from the conference? Is there a specific employment law that provides an employer guidance? If so, please explain and use examples as appropriate.
  7. Given this issue, draft an overtime policy for consideration that abides by the practices of the FLSA. Outside research may be needed. Cite sources use.

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QuickHelper
(10)
Status NEW Posted 26 Sep 2017 10:09 AM My Price 8.00

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