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Explain what is the purpose of the age discrimination in employment act .

1. Which act sets the minimum wage, and what is the current wage rate?
2. Under the FLSA, what information concerning employees’ wages earned must be maintained by the employer?
3. Who pays the social security taxes that are levied by the Federal Insurance Contributions Act?
4. How are the funds used which are provided by FUTA and SUTA?
5. What types of unfair employment practices are prohibited by the Civil Rights Act of 1964 as amended?
6. What is the purpose of the Age Discrimination in Employment Act (ADEA)?
7. Are there any exceptions to the protection afforded older workers by the Age Discrimination in Employment Act?
8. Who is covered by the Walsh-Healey Public Contracts Act?
9. What are the major provisions of the Occupational Safety and Health Act (OSHA)?
10. Under the Family and Medical Leave Act, what is the maximum number of weeks of unpaid leave that a covered employer is required to offer an employee whose spouse is seriously ill?
11. What is the primary purpose of the Employee Retirement Income Security Act (ERISA) ?
12. Explain the concept of vesting.
13. Under ERISA, if requested in writing, what information must the administrator of the pension fund supply to the participants?
14. Summarize the procedure that may be followed by the Human Resources Department in hiring new employees.
15. What information is commonly provided by a job-seeker on the application for employment form?
16. What is the significance of the Civil Rights Act of 1964 and the Age Discrimination in Employment Act in the employer’s use of prehire inquiries?
17. What obligations are imposed upon the employer by the Fair Credit Reporting Act of 1968?
18. What procedures are usually included in a typical payroll accounting system?
19. What two basic records are generated in most payroll accounting systems?
20. What uses are made of the information shown in the employee’s earnings record?

CASE PROBLEM

C1. Paychecks Kept Coming.

Ken, a salaried employee, was terminated from his company in April of this year. Business had been slow since the beginning of the year, and each of the operating plants had laid off workers.
Ken’s dismissal was processed through the Human Resources Department, but the information was not relayed to the corporate payroll office.
As had been the policy, checks for workers at remote sites were mailed to the employees. The mailing of Ken’s checks continued for the next four weekly paydays. It wasn’t until the monthly payroll reports were sent to Ken’s supervisor that the error was detected.
Ken refused to return the four extra checks. What actions should the company take?10


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