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Evolution of Employment Law

Write a 2-3 page summary of your research into laws that have impacted today’s workplace.

Introduction

Employment law, or labor law, governs the interactions and duties between employees and employers. The purpose of these laws is to ensure that workers are safe and treated fairly. The laws also serve to protect employers’ interests as well. Employment laws are primarily based on both federal and state constitutions and legislation.

Understanding employment law is extremely important for HR practitioners, all members of management, and employees as well. Employees should understand their rights in the workplace to ensure they are treated fairly; employers need to understand and abide by employment law guidelines to ensure that they promote a safe and fair workplace and to avoid employment-related legal action that can be very costly to the organization.

HR practitioners need to ensure the company operates within legal guidelines by monitoring programs and practices, and this assessment will help to strengthen your understanding of these topics.

A law cannot ensure that a behavior will change. Laws and behaviors are not fixed, and in order to study them it is necessary to put them in perspective. This assessment considers law in relation to workplace behaviors and shifts in demographics. Specifically, it looks at the foundation of U.S. law and the related legislation enacted to address the rights of U.S. citizens as they engage in workplace contracts and activities.

Events and inventions demanded workers develop different skill sets. As those forces of change arose, public pressure, under the banner of equal opportunity, influenced the workplace and the courts. In an agrarian society, one works on the land. In an industrialized society, one works in a union with an enterprise. In a service society, one works in relationship with other people.

As you look to the global workplace, you see participants in the labor contract at different stages of managing relationships. The U.S. laws of the eighteenth century were written in response to the laws of England’s domination. U.S. laws of the twenty-first century are written in direct response to the electorate of today—diverse in race, religion, age, gender, disability, marital status, and sexual orientation.

As you study the statistics, keep the legislative timeline in mind. Observe the direct relationship between the legislative process and the human factor. Test your intuitions in your own workplace and community. Do not hesitate to challenge the numbers. Look at the trends in the United States and place them in the context of a global labor pool and a global marketplace.

Preparation

To prepare for this assessment, use the Capella library and the Internet to research employment law, both from a historical perspective and in the present day. Focus your research on laws that have impacted today’s workplace.

Then, write a 2–3 page summary of your research into employment law. Complete the following:

  • Summarize two of the laws that you feel have the greatest impact in the workplace today, and provide a rationale to support your point of view.
  • Discuss two employment-related topic areas in which you believe the laws will change or evolve in the next 10 years.
  • Describe any trends or historical perspectives that support your position regarding the laws that will change or evolve in the next 10 years.

Additional Requirements

  • Written Communication: Written communication should be free of errors that detract from the overall message.
  • APA Formatting: Resources and citations should be formatted according to current APA style and formatting guidelines.
  • Font and Font Size: Times New Roman, 12 point, double-spaced. Use Microsoft Word to complete the assessment.
  • Length: A minimum of two pages, excluding title page and reference page (150–300 words per question).

Competencies Measured

By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:

  • Competency 1: Examine the effect of the employment process on current work environments.
    • Summarize current legislation regarding workers’ rights.
  • Competency 2: Analyze trends and changes in the laws on diversity, gender, and harassment.
    • Describe any trends or historical perspectives that foreshadow probable change.
    • Anticipate future changes in the law.
    • Analyze the reasons why the law can be expected to evolve.
  • Competency 3: Apply the laws and safety issues in the workplace.
    • Analyze current employment laws affecting the workplace.
  • Competency 6: Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the human resource profession.
    • Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the human resource profession.

Screening and Selecting Internal Candidates

Write a 5-6 page report describing the process you used to select the best three candidates for CapraTek’s regional sales representative positions.

Introduction

Note: Complete the assessments in this course in the order in which they are presented, beginning with Assessment 1.

Recruiting candidates and selecting hires are two steps in a process of orienting people to new jobs. After the organization has trained a new hire, issues of retention, engagement, and development are considered.

Recruiting candidates is only the first step in the hiring process. Evaluating candidates, selecting those to interview, conducting interviews and background screenings, presenting a job offer, and onboarding the new employee are subsequent tasks.

Note: Complete the assessments in this course in the order in which they are presented, beginning with Assessment 1.

Preparation

To prepare for this assessment, complete the following:

Scenario

You have written a job description for CapraTek’s regional sales representative positions and determined job requirements. Now it is time to determine testing methods and choose the top three candidates to interview.

Requirements

After reviewing the CapraTek regional sales representative job description and requirements you developed for Assessment 5, use the Candidate Selection media piece (found under Multimedia, above) to review the candidates’ resumes. In a 5–6 page report, include the following in your explanation of the candidate selection process:

  • Explain why and when candidate background checks will be authorized.
    • Identify pre-employment screening tests for the position being recruited.
    • Articulate possible legal issues associated with screening candidates.
  • Select assessment methods to use based on the job being recruited and the budget available.
    • Develop the sequence in which methods will be used to screen applicants.
    • Explain how technology will impact choice of screening and selection methods.
  • Design a final candidate selection process for the position being recruited.
    • Describe the method chosen to make the final hiring decision.
    • Determine which candidates meet the basic job requirements.
    • Identify the top three candidates to interview for the position.
    • Explain your rationale for why the selected candidates should be interviewed.

Note: The requirements listed here generally describe proficient performance for each of the required criteria. To earn full points for each criterion, be sure to review the assessment scoring guide for details on what constitutes distinguished performance.

Additional Requirements

  • Times New Roman font, 12 pt. double-spaced.

Competencies Measured

By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:

  • Competency 2: Assess approaches for recruiting, selecting, and retaining talent.
    • Design a final candidate selection process for the CapraTek position being recruited.
    • Identify pre-employment screening tests for a position being recruited.
    • Explain the purpose of performing candidate background checks for a position being recruited.
    • Explain why and when candidate background checks will be authorized.
    • Select assessment methods to use based on the job being recruited and the budget available.
    • Develop the sequence in which methods will be used to screen applicants.
    • Describe the method chosen to make the final hiring decision.
    • Determine which candidates meet the basic job requirements.
    • Identify the top three candidates to interview for the position.
    • Explain rationale for why the selected candidates should be interviewed.
  • Competency 3: Explore technology tools that support recruiting and staffing management.
    • Explain how technology will impact choice of screening and selection methods.
  • Competency 4:Analyze the impact of legal and regulatory issues on staffing management.
    • Articulate possible legal issues associated with screening candidates.
  • Competency 5: Communicate in a manner that is scholarly and professional.
    • Communicate in a professional manner that is appropriate for the intended audience.

Screening and Interviewing External Candidates

In a 13-slide presentation deck, develop a variety of interview questions based on the KSAs and required experience for CapraTek’s regional sales representative positions.

Introduction

Note: Complete the assessments in this course in the order in which they are presented, beginning with Assessment 1.

Organizations may have differing plans for hiring outside applicants, but they often follow a common pattern when screening those candidates.

The most common applicant screening process looks something like this:

  • Review of resumes/applications for basic qualifications.
  • A phone interview (generally with HR).
  • A screening interview with HR that may involve some initial testing, reference checking, or background screening.
  • A department interview with more in-depth testing and background checking.
  • Additional interviews with other stakeholders.
  • A decision process.
  • Offer made to selected candidate.

Note: Complete the assessments in this course in the order in which they are presented, beginning with Assessment 1.

Preparation

To prepare for this assessment, complete the following:

Scenario

In Assessment 4, you developed a job analysis for CapraTek’s regional sales representative positions. Based on that job analysis, you will interview candidates. Before you can do so, you must develop interview questions based on the required knowledge, skills, and abilities (KSAs) and required experience for the CapraTek position.

Requirements

As a member of CapraTek’s human resources team, you believe the best way to develop the interview plan and select the best candidate is to include a variety of question types. Create a PowerPoint presentation deck containing the following elements, one question per slide. Ensure that your slides are uncrowded, visually appealing, and easy to read.

  • 4 structured interview questions.
  • 3 semi-structured interview questions.
  • 2 behavioral interview questions.
  • 2 situational interview questions.

In addition, include the following:

  • Identify which question types relate to the knowledge, skills, and abilities and required experiences for CapraTek’s position.
  • Explain why the interview questions are appropriate for CapraTek’s position.
  • Explain why interview questions do not request illegal information.

Note: The requirements listed here generally describe proficient performance for each of the required criteria. To earn full points for each criterion, be sure to review the assessment scoring guide for details on what constitutes distinguished performance.

Competencies Measured

By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:

  • Competency 1: Describe how hiring practices support an organization’s strategy.
    • Identify which question types relate to the KSAs or required experiences for CapraTek’s position.
  • Competency 2: Assess approaches for recruiting, selecting, and retaining talent.
    • Explain why the questions are appropriate for CapraTek’s position.
  • Competency 4: Analyze the impact of legal and regulatory issues on staffing management.
    • Explain why interview questions do not request illegal information.
  • Competency 5: Communicate in a manner that is scholarly and professional.
    • Design slides that are uncrowded, visually appealing, and easy to read.
    • Communicate in a manner that is appropriate for the intended audience.