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MGT 3500- Final Exam Guide - Comprehensive Notes for the exam ( 56 pages long!)


Department
Management
Course Code
MGT 3500
Professor
Kiggans
Study Guide
Final

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LSU
MGT 3500
FINAL EXAM
STUDY GUIDE

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MGT 3500 Class Notes Week 1 (1-23-17)
Overall Topic of the Course:
Labor & employment laws
"labor relations" of the government, employers, employees, unions, and collective
bargaining strategies
What do you want to learn from this course?
Levels of management meeting the bottom line
Small business compliance
Pro-union collective bargaining & options for non-unionized bargaining
Laws HR needs to know and follow
Issues governing the workplace (with and without unions)
ADA: Americans with Disabilities with Act
FMLA: Family Medical Leave Act
Fair Pay Act: abolishing wage discrepancies for the same work by different genders
Employment at Will: employer has the right to terminate/cut pay at will,
employee has reciprocal rights
Employment at will no longer: definite term of employment and just cause
for termination
Right to Work: relating to or promoting a worker's right not to be required to join
a labor union
Adverse Impact: substantially different rate of hiring, promotion, or other
employment decision which works to the disadvantage of members of a race, sex,
or ethnic group.
occurs when a decision, practice, or policy has a disproportionately negative
effect on a protected group, even though unintentional (Something seems
fair but harms one group)
Briggs VS. Duke Power Company, only hired HS graduates, meant few
black people could get hired
Disparage treatment/intentional discrimination: blatant discrimination
Intentional Discrimination = Disparate treatment
Progressive discipline: warnings, found in employment handbook, punishment fits
the crime
Protected Class
Statutory Exceptions:
1. Title VII of the Civil Rights Act of 1964
Race, color, religion, sex, national origin (any employer 15+ employees)
2. ADEA Age Discrimination Employment Act (40+, no cap) FL & NJ protect youth too
TBD…
Affirmative Action
Whistleblower
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MGT 3500 Class Notes Week 2 (1-30-17)
Age Discrimination in Employment (“ADEA”) age 40 and above, no
longer capped, FL and NJ protects youth
Americans With Disabilities Act (“ADA) disabilities
physical or mental impairment
substantially limits major life activity (senses)
Passed during Bush admin. 1990
Temporary impairments not considered
Disability, history of disability, dependent with disability, regarded as
disabled
United States Supreme Court Section 1981: protects race
passed after the Civil War, broader than Title VII bc goes outside of
employment
All have the right to make and enforce contracts as a white person
Uniform Services Employment and Reemployment Rights Act
(“USERRA”)
Protects veterans and past active duty members
Cannot fire them because called to/served duty
1 year after honorably discharged cannot be terminated except for just
cause
National Labor Relations Act: union and other concerted activities
Collective bargaining between union and employer
Section 7 protects against discrimination of concerted activities (people
acting in concert 2+, engaged in activity for the mutual benefit or on behalf
of a group of people) Statutory exception to employment at will
Statute: law passed by congress approved by state legislation
Customer Preference Rule: they are not always right, statutes protecting
employer
Non-union situations of concerted activities
Pregnancy Discrimination Act: amended under title 7
Pregnancy should be treated as the same as a disability
Temporary impairment
Duty of accommodation
Employers must give leave for pregnancy up to 4 months (>12 weeks)
Fair Labor Standards Act (FLSA): 40 hour work week, anything more is
over time (paid time + ½ )
Over time and minimum wage
$7.25 per hour
Every week stand on its own, despite two week payout
Cannot average the hours
Employer has the right to define the workweek, but cannot change it often
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find more resources at oneclass.com
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