Learning Team Reflection Week 2 Team A
Learning Team Reflection Week 2
Team A: Amanda Delaney, Angela Thompson,
Jamie Sharp, Xaviera Woodside
HRM/531
December 15, 2014
Pamela Jones
Businesses small and large all face the challenge of ensuring they comply with both state and federal employment laws and regulations. Factors such as number of employees with in an organization, as well as where the organization is located effect the laws they must abide by. It is important these laws be well researched to ensure that the organization is not faulted for non-compliance. (Cascio, 2013)
In the case of Clapton Commercial Construction, we must keep in mind that this organization is located in Detroit Michigan and planning to expand to Arizona. This means that the organization is already familiar with compliance with Federal Employment Laws, and Michigan specific regulations. As they expand to Arizona, they will need to familiarize themselves with new and different laws and ensure that they comply with them for their locations in Arizona. Clapton Commercial Construction currently has 650 employees and is planning to grow and additional 20% with their expansion, bringing them to nearly 800 employees.
Focusing on Regional/State Employment Legislations
Right-to-Work
The state of Arizona is a ‘right-to-work” state. This means that employees cannot be required to be part of or join a union to retain or obtain employment. This provision to the Arizona constitution also ensures that employees not represented in the union receive all the equivalent contractual benefits of a union member. (Arizona State Senate, 2013)
At-Will Employment
Employment, in the state of Arizona, can be terminated by either employer or employee with out proving a reason or notification. The exception to this rule is if the employment agreement or written contract states otherwise. This written contract can be drafted and signed by employer and employee or may be found in the employee handbook.
At will employment limits
Team A: Amanda Delaney, Angela Thompson,
Jamie Sharp, Xaviera Woodside
HRM/531
December 15, 2014
Pamela Jones
Businesses small and large all face the challenge of ensuring they comply with both state and federal employment laws and regulations. Factors such as number of employees with in an organization, as well as where the organization is located effect the laws they must abide by. It is important these laws be well researched to ensure that the organization is not faulted for non-compliance. (Cascio, 2013)
In the case of Clapton Commercial Construction, we must keep in mind that this organization is located in Detroit Michigan and planning to expand to Arizona. This means that the organization is already familiar with compliance with Federal Employment Laws, and Michigan specific regulations. As they expand to Arizona, they will need to familiarize themselves with new and different laws and ensure that they comply with them for their locations in Arizona. Clapton Commercial Construction currently has 650 employees and is planning to grow and additional 20% with their expansion, bringing them to nearly 800 employees.
Focusing on Regional/State Employment Legislations
Right-to-Work
The state of Arizona is a ‘right-to-work” state. This means that employees cannot be required to be part of or join a union to retain or obtain employment. This provision to the Arizona constitution also ensures that employees not represented in the union receive all the equivalent contractual benefits of a union member. (Arizona State Senate, 2013)
At-Will Employment
Employment, in the state of Arizona, can be terminated by either employer or employee with out proving a reason or notification. The exception to this rule is if the employment agreement or written contract states otherwise. This written contract can be drafted and signed by employer and employee or may be found in the employee handbook.
At will employment limits