Employer-Employee Relations in Northrop Grumman

Topics: Employment, At-will employment, Salary Pages: 7 (1634 words) Published: March 29, 2008
Employer-Employee Relations � PAGE �4�

Employer-Employee Relations in Northrop Grumman

Aisha Holmes, Tisha Merchant, Michael Rhodes,

Kimberly Steele, Kim Walton, and Joy Williams

MGT 434

Dr. Larry Lovejoy

March 23, 2008



Employer-Employee Relations in Northrop Grumman

Employer and employee relations have many different ways in which organizations understand laws and guidelines set forth by governing bodies in the respective area and within the entire nation (Bennett-Alexander, & Hartman, 2007). This paper analyzes the differences in regular employees vs. temporary employees and independent contractors. It will also discuss the differences between exempt and non-exempt employees. Finally, it will look at the laws in Colorado and how Northrop Grumman responds to those laws.

"Regular" Employees vs. Temporaries or Independent Contractors

The Board of Directors and human resources department at Northrop Grumman strongly believes in and upholds the various employment laws that have been established and enforced by the EEOC. Northrop Grumman's human resource department has provided an employee manual to each worker, which contains an enclosed at-will clause. Furthermore, Northrop Grumman has an extended workweek compensation policy for all salaried staff members. According to the company's employee handbook, salaried employees who are scheduled to work 40 hours or more per week are required to receive an extended amount of compensation for their time.

In addition, all regular employees are only entitled to receive straight pay regardless if any overtime has been worked throughout the workweek. The only time an exception is made regarding salaried employees is if they work during a holiday or on a Saturday or Sunday. However, for an employee to be able to receive holiday pay, that individual must be on the active payroll and not on leave of absence (Northrop Grumman, 2006). Northrop Grumman also offers a variety of different to help its employees continue their education, which includes tuition reimbursement and graduate study programs and are offered to all employees (Northrop Grumman, 2006). Overall, all regular employees at Northrop Grumman are compensated with various perks, such as a flexible benefits packages that's tailored to fit their individual and family needs; in addition, vacation, bereavement, holiday and leave of absence pay.

In terms of temporary or independent contractors, they are treated entirely different from regular employees due-to being leased workers. These types of employees are not granted such things as company benefits packages, incentives and saving plans. Lastly, these workers must adhere to company training, applicable laws, regulations, policies and procedures that govern the occupational safety and health practices (OSHA).

Exempt vs. Non-Exempt Employees

An exempt employee varies from a non-exempt employee in many ways.

_Exempt Employees_

The first type of employee is an exempt employee. An exempt employee is an employee who is paid on salary and does not get a reduced paycheck because they do not work a certain number of hours or do a certain amount of work. An exempt employee is given a base salary, which is the annual salary, which excludes shift, overtime and other differentials or bonuses.

Another fact about exempt employee is that they are not subject to minimum wage and overtime requirements as set forth by the Fair Labor Standards Act. An exempt employee may be required to work more than a 40 hour work week without any compensation. An exempt employee can work an extended workweek (EWW). This means that they can, in extraordinary circumstances, work extra hours during a workweek and get paid additional compensation. At Northrop Grumman, the exempt employee must work at least six hours over the employee's standard workweek to be considered working an extended workweek. The extended workweek cannot last more than three months for each...

References: Bennett-Alexander, D.D. & Hartman, L.P. (2004). Employment Law for Business
_(4th ed)_: McGraw Hill/Irwin, New York, NY.
Discrimination Complaint Procedures. (1999). Retrieved March 16, 2008 from
http://www.lacity.org/per/EEO/DISCRIM.htm.
Employment Law in Colorado. (2008). Retrieved March 21, 2008 from
http://research.lawyers.com/Colorado/Employment-Law-in-Colorado.html.
Health, S. (2008). Exempt Employees. Human Resources: _About.com._ Retrieved March
21, 2008 from http://humanresources.about.com/od/glossarye/g/exempt.htm.
Northrop Grumman. (2006). Human Resources Regulatory Employment Practices:
Retrieved March 21, 2008 from
Northrop Grumman. (2007). Employee Termination Policy ITP H7.
The U.S. Equal Employment Opportunity Commission. (2004). Retrieved March 16,
2008 from http://www.eeoc.gov.
U.S. Courts. (2004). The Federal Judiciary. Retrieved March 16, 2008 from
http://www.uscourts.gov.
Continue Reading

Please join StudyMode to read the full document

You May Also Find These Documents Helpful

  • Essay about Employer-Employee Relations
  • Employer and Employee Relations Essay
  • Employer-Employee Relations Quiz Essay
  • Employee Relation Essay
  • Employee-Employer Relations Quiz Essay
  • Employer-Employee Relations Essay
  • Essay about Employer And Employee Relation
  • employee relations Essay

Become a StudyMode Member

Sign Up - It's Free