For this assignment you must be familiar with how each of the following impacts HRM actions:
a. Exceptions to Employment at Will. (Click on the link for a brief overview.) “overview attached”
b. Immigration Reform and Control Act (IRCA). (Click on the link for a brief overview.) “overview attached”
c. Uniformed Services Employment and Reemployment Rights Act (USERRA). (Click on the link for a brief overview.) “overview attached”
Click on the following link for a brief Review of the HRM functions. (https://www.boundless.com/management/textbooks/boundless-management-textbook/human-resource-management-7/core-functions-of-human-resource-management-58/)
For this Case Assignment you will be focusing on a, b, and c listed above and how they impact the private sector workplace. (Be sure to focus on the private sector, and not the public sector in your answer.) Discuss the following in an integrated essay, backing up your statements with research:
• Provide a half-page summary of each. Include these summaries together in one Appendix at the end of your paper.
• Examine employment at will and its exceptions and explain the exception that has had the greatest impact on the private sector workplace.
• Examine USERRA and detail its positive and negative impacts on the private sector workplace.
• What is the one most important change you see is needed to IRCA? Why? Discuss. (Note: repealing the law is not an option.) IRCA information can be found at ghttps://www.usimmigrationsupport.org/
Provide cited reference information (from valid sources) to back up your discussion.
Consider the major HRM functions in your answer.
Use at least 5 Trident Online Library sources, plus any applicable background readings to help strengthen your discussion.
The paper should be at least 5 pages (not counting the cover page, References section, and Appendix).
TO BE RE-WRITTEN FROM THE SCRATCH
Employment at will, USERRA and IRCA
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Employment at will, USERRA and IRCA
This paper examines selected employment laws – namely exceptions to employment at will, The Uniformed Services Employment and Reemployment Rights Act (USERRA) and Immigration Reform and Control Act (IRCA) – and how they impact the functions of human resources.
Employment at will and exceptions
In all states but Montana that protects employers who have completed a probationary period, employers can discharge their employees without cause or change the terms of employment as they deem fit (Nyceand Bodenner, 2016). Employees can also leave employment at their own discretion. This is known as employment at will. Terms of employment that can be changed when the employer has the right to exercise employment at will include reduction of salaries or wages, altering employee benefits, changing working hours and schedule or changing the job content and responsibilities. Indeed most companies state that they employ “at-will”.
However there are exceptions to employment at will that protect employees from being discharged or having their employment terms changed at the employer’s discretion. Exceptions to employment at will include federal and state laws, collective bargaining agreements through unions and associations, employment contracts in certain industries and organizations, implied contracts usually derived from employer handbook, public policy of most states, statutory protections against discrimination and covenant of good faith and fair dealing(Nyce and Bodenner, 2016).There is also recourse for employees who feel that their employers have treated them unjustly even in situations where the employer has the right to exercise employment at will. This recourse may be within the company itself or through the state and feder………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………….. Exceptions to Employment at Will
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