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Question and Answers

Student’s Name

Institution Affiliation

Course Name and Code

Professor’s Name

Date
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1. The Family Medical and Leave Act of 1993.

Why is the Act so important to American employees and their families?

For American employees and their families, the Family and Medical Leave Act of 1993

(FMLA) is essential for several reasons. It prevents employees from losing their jobs because

they take leave from themselves or a family member, from becoming pregnant, or taking leave.

[ CITATION Ame16 \l 1033 ]. Before the FMLA, new mothers often had to get out of work for a

child because they took more than four weeks from work. This situation gave women limited

career prospects and would risk their health to get back to work more quickly.

What are the major components (paraphrased in your words)?

For the following reasons, the FMLA allows employees to leave for 12 weeks within 12

months:

1. In case of the child's birth. 2

2. Positioning a child for adoption or foster homes with an employee.

3. Care for an individual with a serious condition of the parent, spouse, or child.

4. A serious illness of health that interferes with the employee's fundamental tasks.

5. The employee must be qualified to look after the family member who is a military

member. If an employee takes FMLA to leave, they have a right to return to their job

or a job equivalent to their salary[ CITATION WHD12 \l 1033 ]. Employers must also post

notices and manuals on the workplace which clarify the rights and duties of FMLA.

What are your observations on the Act?

 What is working well with the Act?

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The FMLA's greatest advantage is that it offers employees the freedom to deal with personal

issues without being afraid of returning to a job. Employees can get off the job and know that

their job is waiting for them when they return. The major drawback is that the FMLA does not

say that it must pay its mandatory leave[ CITATION WHD12 \l 1033 ]. Twelve weeks off to look

after a newborn child theoretically sounds good, but many working parents cannot afford to lose

three months' pay. The U.S. is currently the world's only developing country with no pay-off

mandate for new parents.

 What difficulties are there with the Act?

Management does not have the required training, and companies do not have the required

policies in order. Management must let go of their matters which are relatively good or bad, with

employees and be more professional in handling the rights of employees. When the Family

Medical Leave Act is included, managers should let H.R. know if that employee could not file a

complaint.

Question #2

Norris-LaGuardia Act of 1932

This law encourages employees' institutions, who have prohibited "yellow dog contracts,"

Employees cannot join and would be fired if they did. The new labor law has been amended,

which provides for legislation that enables employees to express their preference to join the

unorganized unionization under the Norris-LaGuardia law.

National Labor Relations Act of 1935  

The law is also referred to as the Wagner Act. Wagner wanted a better bill of labor, and

he wanted the problem to be solved. To protect employees creating trade unions, Senator Wagner
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created the Law on National Labor Relations. This legislation has, I believe, been created to

protect employees' jobs. Working in a company would be safe at work, eliminating the risk of

being hurt and not compensated.

Taft-Hartley Act of 1947

The law was created by Senator Robert A Taft, who intended to halt union practices. The

law was designed under Section 7 to protect employees, negotiate wages with employers, etc.

Also, because the company didn't want to join a union, it cannot refuse a single form. Boycotting

was also banned while negotiating in good faith.

Landrum-Griffith Act of 1959

The law was created with civil penalties for the Labor Board, which might misuse the

benefits of the labor law, penalized for all misdeeds which it created. Those changes allowed

employees to be free of their conditions while prohibiting the boycott of this Act, protected both

the employer and employees because it established an organization.

Question #3

1. Technology,

The question was more about adapting to technological conditions when it came to changes and

challenges in technology. But, to face technological challenges, some companies offer

management education in new technology.

2. Diversity

There is a job full of various cultures and backgrounds. Human resources and management

should therefore attempt to manage the diversity of workplaces.

3. Ethics
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Another challenge that human resources and management face are ethics management.

Firms that do not ethically work in the workplace end up losing money. Thus, having an ethics

code creates policies and makes ethical choices. Meetings are therefore critical while informing

and monitoring employees.

4. Culture

An uncomfortable or unfavorable workplace culture can affect the retention and productivity of

employees.  Policies can be implemented to help manage and guide the employees. An

organization with excellent working culture retain more employees, leading to more efficient and

productive employees[ CITATION Koh18 \l 1033 ]. In order to boost positive results, some

organizations build a positive culture.

Question #4

Employee rights are governed by federal labor discrimination legislation. It is a list of

things to which each employee has a right. They are designed to protect employees or potential

employees against their employers' discrimination. The next five rights are defined by the law as

follow:

1. The right to receive equal pay for work calls for similar skill, effort, and responsibility

irrespective of gender[ CITATION The63 \l 1033 ]. The Equal Pay Act of 1963 laid down this

right.

2. The right not to be prejudiced against on pregnancy grounds. The Pregnancy

Discrimination Act of 1978 established this right.

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3. The right for persons with disabilities to not be discriminated against and to have

reasonable work accommodations. The American disabled law of 1990 determined this

right.

4. The right not to be harassed sexually. The amendment to the Law on Civil Rights of 1964

on sexual harassment determined this right.

5. The right not to be subject to discrimination based on race, color, religion, sex, or

national origin. The Civil Rights Act of 1964 laid down this law.

Employee benefits are a type of payment that an employee receives in addition to the

specified wage or salary[ CITATION Kok19 \l 1033 ]. Common fringe advantages are medical,

housing, and company vehicle use insurance. Fringe benefits may be based on IRS guidance, be

taxable at times. Five types of fringes and the companies that offer them are:

1. Google provides health and wellness services on-site, including doctors, chiropractors,

and gyms.

2. Facebook provides its interns with free housing.

3. Free travel and experience are provided for their employees by Airbnb.

4. Facebook offers sabbatical holidays for people with disabilities who can take 30 paid

days off once every five years.

5. Carhartt offers employee loan repayment schemes for students.

Question #5

The three major reasons for performance evaluations are expectations and communication

between the employee and the management can be improved, motivated, and improved. In
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addition, it offers communication and feedback on employees in areas of performance and

potential and is an important tool.

Three common performance assessment methods are as follows:

1. The standard grading system is a method for assessing performance where an employee's

conduct, goals, and characteristics are rated on a standard scale. Each employee is

classified according to the same standards.

2. Objective management is an appraisal technique where employees are assessed based on

whether they have achieved or not. This technique is a cut and dry method that leaves

little space for subjectivity. Sales departments are common, although others can use

them.

3. The 360-degree feedback is an appraisal technique where a supervisor collects feedback

from the managers, staff, subordinates, and sometimes even clients to compile a full

assessment[ CITATION Leo19 \l 1033 ]. However, this method takes most of the time

because it requires multiple people to coordinate.

The 360-degree feedback method, in my opinion, is the best way to assess an employee

during the assessment process. It offers managers a complete view of their staff. It is not in the

balance of a partially responsible supervisor who can resist an employee for reasons unrelated to

work.
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References

Amelia, A. (2016). History of FMLA. Labor law Center. Retrieved from

https://www.laborlawcenter.com/education-center/history-of-fmla/

Kohll, A. (2018). How To Build A Positive Company Culture. Forbes. Retrieved from

https://www.forbes.com/sites/alankohll/2018/08/14/how-to-build-a-positive-company-

culture/?sh=133bf2cd49b5

Kokemuller, N. (2019). What Are Fringe Benefits for an Employee? CHRON. Retrieved from

https://smallbusiness.chron.com/fringe-benefits-employee-41950.html

Leonard, K. (2019). What Are the Different Types of Performance Appraisal? CHRON.

Retrieved from https://smallbusiness.chron.com/different-types-performance-appraisal-

1904.html

The Equal Pay Act of 1963. (n.d.). U.S Equal Empoloyment oppotunity Commission. Retrieved

from https://www.eeoc.gov/statutes/equal-pay-act-1963

WHD. (2012). Fact Sheet #28: The Family and Medical Leave Act. U.S. Department of Labor.

Retrieved from https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/whdfs28.pdf