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MGT 434 Enhance teaching/tutorialrank.com

For more course tutorials visit<br>www.tutorialrank.com<br><br>MGT 434 Week 1 EEOC Complaint Process<br> <br>MGT 434 Week 2 Assignment Ada Accommodation For Medical Marijuana<br> <br>

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MGT 434 Enhance teaching/tutorialrank.com

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  1. MGT 434 All Assignments For more course tutorials visit www.tutorialrank.com MGT 434 Week 1 EEOC Complaint Process MGT 434 Week 2 Assignment Ada Accommodation For Medical Marijuana MGT 434 Week 2 Pregnancy Discrimination Act & FMLA Discrimination (word file and Video Link) MGT 434 Week 3 Diaz v. Carcamo Legal Analysis MGT 434 Week 4 Signature Assignment Employee Conduct, Termination and Progressive Discipline MGT 434 Week 4 Assignment Training Workshop on Affirmative Action Presentation

  2. MGT 434 Week 4 Assignment Training Workshop on Affirmative Action Paper MGT 434 Week 5 Union Organizing Case Study (2 Papers) MGT 434 Week 5 Understanding Labor Practices =============================================== MGT 434 Final Exam Guide For more course tutorials visit www.tutorialrank.com 1. An employment relationship where there is no contractual obligation to remain in the relationship; either party may terminate the relationship at any time is:

  3. a. Contractor; b. De Facto Employment; c. At-Will Employment; d. None of the Above. 2. A test used to determine employee status which considers the right or ability to control the work: a. The Economic Factors Analysis b. The FLSA test c. The common law agency test d. The OSHA test 3. Which of the following employees are covered by Title VII of the Civil Rights Act of 1964: a. Employees of employers not engaged in interstate commerce b. Non-US citizens employed outside the United States c. Employees of employers who have 15 or more employees d. Employees of religious institutions.

  4. 4. Different types of laws include: a. Statutory Laws; b. Common Law; c. Administrative Law; d. All of the Above. 5. If an employee is given no reasonable alternative but to terminate the employment relationship, it’s referred to as a: a. De Facto Discharge; b. Constructive Discharge; c. Voluntary Termination; d. None of the above. 6. The Civil Rights Act of 1991 added _________ to Title VII of the Civil Rights Act of 1964: a. Judicial Review x correct answer is d (Chap. 3, p. 106) b. EEOC

  5. c. Antiretaliation provisions d. Jury trials 7. __________discrimination is not protected under Title VII: a. Race b. Religion c. Age d. Gender 8. If a case is filed with the Equal Opportunity Employment Commission (EEOC), the parties may be involved in a: a. Mediation; b. Conciliation; c. Investigation; d. All of the above. 9. The imposition of liability on one party for the wrongs of another: a. Vicarious Liability;

  6. b. Ratification; c. Implied Covenant of Good Faith and Fair Dealing; x correct answer is a (Chap. 1, p. 9) d. None of the above. 10. Which of the following is a judicial requirement for an affirmative action plan? a. It is inflexible and immediate in its approach. b. It is used to address a conspicuous imbalance in traditionally segregated job categories c. It is a permanent plan. d. It is used to maintain status quo 11. Under the Privacy Act of 1974 a. An employee can seek both civil and criminal remedies for violations of the act by private sector employers b. An employee can seek both civil and criminal remedies for violation of the act by private sector employers and government sector employer

  7. c. An employee can seek both civil and criminal remedies for violations of the act by government sector employers d. An employee is barred from criminal remedies unless he can demonstrate interference with the orderly functioning of the government 12. One way to prove a Title VII case of discrimination is: a. To show an employment practice while neutral on its face has a disparate impact on a protected class; b. To show an employment practice is negligent; c. To show an employment practice is illegal; d. None of the above 13. Title VII of the Civil Rights Act of 1964 makes it unlawful to discriminate on the basis of an employee’s: a. Race; b. Color; c. Sex; d. All of the above

  8. 14. Which of the following laws relates to labor unions? a. National Labor Relations Law b. Taft-Hartley Act c. Landrum-Griffin Act d. All of the above 15. A variety of procedures for the resolution of disputes which are alternative to court adjudication are called: a. full jury trial; b. alternative mediation procedure; c. alternative dispute resolution; d. alternative conciliation procedure. 16. The Fair Labor Standards Act provides rules that apply to: a. wrongful discharge; b. discrimination; c. overtime law; d. none of the above.

  9. 17. Title VII applies to: a. employers; b. union; c. joint labor and management committees; d. all of the above. 18. Which of the following is a defense to a claim of age discrimination? a. Age is a BFOQ; b. The claimant is 41 years old; c. Younger employees have traditionally performed better in the position d. The employer is not a governmental agency. 19. This law requires an employer to provide a safe workplace a. FMLA; b. FLSA; c. ERISA; d. OSHA

  10. 20. Title VII prohibits discrimination on the basis of affinity orientation: a. True x correct answer is b (Chap. 10, p. 445) b. False 21. Under the Americans with Disability Act (ADA), employers are required to provide employees with all requested accommodations. a. True; b. False 22. A Catholic Church would not be found liable in a Title VII action if the Church only hired teachers for Sunday school who practiced Catholicism? a. True; b. False 23. Affirmative action requires that an employer establish and implement a quota system? a. True;

  11. b. False 24. A Bona Fide Occupational Qualification (BFOQ) would be a legitimate defense to a discrimination claim based on an employee’s race? a. True; x correct answer is b (Chap. 2, p. 66) b. False 25. If an employer acts reasonably to accommodate a religious conflict, then it has not violated Title VII. a. True; b. False 26. In a disparate treatment case, the employer would be liable of intentionally discriminating against the employee. a. True; b. False 27. For an eligibility test to be legally validated as an effective gauge of performance, an employer must show that the test is job-related and consistent with business necessity.

  12. a. True b. False 28. An independent contractor can sue under Title VII: a. True; b. False 29. If an employee sues under Title VII, they first need to file a complaint in Federal Court. a. True; b. False 30. In a disparate impact case, an employer can raise the defense that the challenged policy is a business necessity. a. True; b. False ===============================================

  13. MGT 434 Final Exam Set 2 For more course tutorials visit www.tutorialrank.com Final Exam Select a topic in the area of Employment Law that is of particular interest to you. It could be for example: The rights of an employee in a "reduction in force"; How have the courts have defined the meaning of "reasonable accommodation"; Am I permitted to wear specific clothing or facial hair if it is required by my religion? Take the topic of interest to you and discuss it in a paper not more than five pages in length. Thoroughly research the topic and include a Reference Page. ===============================================

  14. MGT 434 Week 1 DQ 1 (UOP Course) For more course tutorials visit www.tutorialrank.com What are the differences between employees and independent contractors? Is it possible for an employer to reclassify all of his employees as independent contractors? Explain why or why not. Provide an example. =============================================== MGT 434 Week 1 DQ 2 (UOP Course) For more course tutorials visit www.tutorialrank.com The employer makes the employee’s life miserable and the employee quits. What is this called? Is it legal? Does the employer’s burden of proof change between constructive and wrongful discharge? Provide an example.

  15. =============================================== MGT 434 Week 1 DQ 3 (UOP Course) For more course tutorials visit www.tutorialrank.com Can your company legally change your job responsibilities, reduce your salary, or assign you to a different department? Explain why or why not. Provide an example. What are the potential legal considerations for the employer in the event of such changes? =============================================== MGT 434 Week 1 DQ 4 (UOP Course) For more course tutorials visit www.tutorialrank.com

  16. What are the advantages and disadvantages for both employers and employees of resolving disputes through ADR? Why would a company have an employee sign a commitment to resolve disputes through ADR? What other methods exist for resolving disputes? Provide an example. =============================================== MGT 434 Week 1 EEOC Complaint Process For more course tutorials visit www.tutorialrank.com Search the following key terms: discrimination complaint process, litigation process, mediation process, and dispute resolution. John identifies as a Hispanic employee in a private sector organization. He is regularly called an “idiot” by his supervisor. The supervisor has hardly ever called non-Hispanic employees derogatory names. Finally, the supervisor starts calling John an inflammatory name that is known to be derogatory to Hispanics. John now finds his work environment intolerable though his supervisor has no intention to demote or fire John for any reason. John, however, wants to file a discrimination complaint against his employer. He went to his HR department first, but was dissatisfied with their lack of help.

  17. Prepare a 700- to 1,050-word paper written in the third person voice in which you analyze and explain the discrimination complaint and civil litigation process as it would potentially apply to John and his employer.  What are the elements of a hostile work environment harassment claim?  Can John potentially satisfy the elements of a hostile work environment harassment claim? Does his employer have any defense for the supervisor’s conduct? Identify whether John can make a prima facie case of hostile work environment by identifying the elements required to bring a cause of action for discrimination. Explain how the complaint process begins with the Equal Employment Opportunity Commission (EEOC) and proceeds with a right-to-sue letter through the civil litigation process from the state level up to the U. S. Supreme Court. Include a discussion on Title VII of the Civil Rights Act of 1964 and other relevant aspects addressing discrimination complaints and disputes in the workplace. Format your paper consistent with APA guidelines, including using headings to appropriately signal topics to keep your document organized. Use a minimum of three different in-text citation sources within your paper, and properly identify them in your References page. Any laws and legal cases used in the body of your paper must also be included in the References page. Click the Assignment Files tab to submit your assignment.

  18. =============================================== MGT 434 Week 1 Individual Assignment Legal Process Paper (2 papers) For more course tutorials visit www.tutorialrank.com This tutorial contains 2 Different Papers John is an employee in a private sector organization. He wants to file a discrimination complaint against his employer. Resources: EEOC website at http://www.eeoc.gov and the U. S. Court System website at http://www.uscourts.gov.Search with the key words litigation process, mediation process, and dispute resolution. Prepare a 700- to 1,050-word paper in which you analyze and explain the following discrimination complaint and civil litigation processes as it

  19. would potentially apply to John and his employer. In your paper, explain in detail how the complaint begins with the Equal Employment Opportunity Commission (EEOC) and proceeds through the civil litigation process from the state level up to the U. S. Supreme Court. Include a discussion on other relevant aspects addressing discrimination complaints and disputes in the workplace. Format your paper consistent with APA guidelines. =============================================== MGT 434 Week 2 Assignment Ada Accommodation For Medical Marijuana For more course tutorials visit www.tutorialrank.com Resource: ADA Accommodation for Medical Marijuana Case Study, Marijuana in the Workplace: A Hazy Issue for Employers By Rachel E. Atterberry 9/18/2015, and Mass: First Workplace Medical Marijuana Lawsuit Filed By Joanne Deschenaux 9/21/2015

  20. Research online law libraries and the Internet for sources concerning information on ADA, ADAAA, state, and federal medical marijuana laws, privacy for drug testing, as well as drug testing in the workplace. Discuss the case study in a written report - including all its relevant topics - and include the following: Describe whether the requirements of disability eligibility under ADA and ADAAA are applicable in this circumstance, and discuss whether or not the woman has any valid claim and is entitled to any accommodation. Support your position using federal and state laws or statutes, including any legal cases on the matter. Evaluate whether or not the company has a valid defense. Support your position using federal or state laws or statutes, and include any legal cases on the matter. Analyze whether a reasonable accommodation is appropriate or inappropriate. Cite a minimum of two federal laws and one state law in addition to other sources that apply to this case study, and be sure to cite them correctly in the body of your paper as well as the References page. Recommend a conflict resolution process that can be used to solve the matter and avoid a lawsuit. Write a 1,050- to 1,400-word report in the third-person voice.

  21. Format your paper consistent with APA guidelines, and include headings to appropriately signal topics and keep your document organized. Use a minimum of five different in-text citation sources within your paper, and properly identify them in your References page. Any laws and legal cases used in the body of your paper must also be included in the References page. Click the Assignment Files tab to submit your assignment. Note: Grades are awarded based upon individual contributions to the Learning Team assignment. Each Learning Team member receives a grade based upon his/her contributions to the team assignment. Not all students may receive the same grade for the team assignment. =============================================== MGT 434 Week 2 DQ 1 (UOP Course) For more course tutorials visit

  22. www.tutorialrank.com What is meant by the term glass ceiling? Who is affected by it? Provide an example. Is this a form of gender discrimination? What might companies do to help break the glass ceiling? =============================================== MGT 434 Week 2 DQ 2 (UOP Course) For more course tutorials visit www.tutorialrank.com Determine which of the following statements are legitimate BFOQs. If you determine something is not a legitimate BFOQ, what would have to be changed in the statement to make it a legitimate BFOQ? =============================================== MGT 434 Week 2 Individual Assignment Discrimination and Speech in the Workplace

  23. For more course tutorials visit www.tutorialrank.com YOU ARE THE VICE-PRESIDENT OF CUSTOMER SERVICE- THE "SHEILA" SCENARIO You are the Vice-President of Customer Service. You are watching the 11 pm news one evening when you see, Sheila, your Manager of Call Center Operations appear on television. She is wearing the uniform of a member of the KKK (Klu Klux Klan). She is being interviewed on television about her involvement with the Klu Klux Klan. Sheila talks about the activities of the KKK. She even tells the interviewer that she is a "Manager" but does not mention the Company name. However, she states that in her opinion her "Company" is becoming "wicked" because they are hiring too many "non-whites" and people of "Jewish" heritage. You are scheduled to give Sheila her performance appraisal the following morning at 9 am. She is scheduled to get a substantial raise and an overall rating of "exceptional". It is now 9 am, the next morning and Sheila walks into your office for her performance appraisal. What do you do?

  24. Prepare a PowerPoint presentation to management concerning the "SHEILA" SCENARIO-You are the Vice President of Customer Service (the "Sheila" scenario) that contains the following: 1.A firm recommendation as to whether Sheila should be retained or terminated. 2.A comprehensive discussion of the reasons in support of your determination. 3.A discussion of at least one state law in support of your decision. 4.A discussion of at least one federal law in support of your decision. 5.A discussion of at least one published case, legal opinion or news story that supports your decision. Please consider using findlaw.com, your textbook and other Internet research to assist you in preparing the PowerPoint. The presentation should contain a minimum of eight slides with supporting Notes. Please do not forget "in-slide" citations and a Reference slide. Click the Assignment Files tab to submit your assignment. =============================================== MGT 434 Week 2 Pregnancy Discrimination Act & FMLA Discrimination (word file and Video Link)

  25. For more course tutorials visit www.tutorialrank.com MGT 434 Week 2 Pregnancy Discrimination Act & FMLA Discrimination Skyline Preparatory High for Girls is an elite prep school with 47 faculty and staff members on the payroll. Jamie Davis, a two-year English instructor, becomes pregnant. She is not married. She is a slim woman who is not showing visible signs of pregnancy and has not told the school administrators of her pregnancy. In her sixth month of pregnancy she develops pre-eclampsia, necessitating that she go on pregnancy leave immediately. Davis requests medical leave due to her pregnancy and applies for FMLA, believing that she is eligible (and because she desires to care for her baby after the baby is born). Skyline Prep’s Headmaster, Doris Jones, tells Davis that she must resign because she would be setting a poor example for the students. Davis refuses, and now Doris Jones wants to terminate her. You are an attorney located at a New York City law firm that specializes in employment law. Doris Jones has contacted you for confidential legal advice, fearing that she may expose the school to liability. What advice would you give to Skyline Prep’s Headmaster, Doris Jones?  How would you advise her to proceed?

  26. Research the laws and legal cases on the Pregnancy Discrimination Act and the Family Medical Leave Act using online law libraries or other Internet sources of your choice. Research the Internet for sources on how to make a simple video on your cell phone or computer if you are not already familiar with how to make one. Imagine that you are speaking with Doris Jones via video chat or video conferencing. Produce a video of no more than five minutes that addresses the following with Doris Jones:  Explain the major components of both the Pregnancy Discrimination Act (PDA) and Family Medical Leave Act (FMLA).  Discuss whether or not Davis is protected under the PDA.  Discuss whether or not Davis is eligible for FMLA.  Evaluate the actions of the school in this situation. In a positive and professional way, explain to Doris Jones what the school should do to prevent an adverse situation from occurring.  As an attorney, what actions would you recommend that Doris Jones take to resolve this situation? Discuss this in the video.  Conclude the video with professional closing remarks. Consider the organizational culture, HR training, company policies and procedures, and strategic steps that should be addressed in your response. Test your video to ensure that your instructor can open the file or link.

  27. Post your assignment as an attachment, or provide your instructor with a link to your video. Click the Assignment Files tab to submit your assignment. **NOTE FROM DINA: Sometimes video files can be very large and are tough to upload into the Assignment Section. You can either submit the link to me, or you can employ the help of Tech Support. ******IN THE ALTERNATIVE, if a video presentation does not suit your learning style, you may produce a Power Point Presentation of 10- 12 Slides, complete with Speaker’s Notes. APA format applies, and the presentation should contain a Cover Page slide and a References Slide.********* =============================================== MGT 434 Week 3 Diaz v. Carcamo Legal Analysis For more course tutorials visit www.tutorialrank.com MGT 434 Week 3 Diaz v. Carcamo Legal Analysis

  28. The California Supreme Court ruled that an employer will be liable for injuries sustained by individuals due to the negligent driving of one of its employees, stating the following: A person injured by someone driving a car in the course of employment may sue not only the driver but that driver’s employer. The employer can be sued on two legal theories based on tort principles: respondeat superior and negligent entrustment. Respondeat superior, a form of vicarious liability, makes an employer liable, irrespective of fault, for negligent driving by its employee in the scope of employment. The theory of negligent entrustment makes an employer liable for its own negligence in choosing an employee to drive a vehicle. Write a 700- to 1,050-word paper, written in the third-person voice, that addresses the following:  Explore types of principal-agency relationships and determine what type of relationship exists in this case between the driver, Jose Carcamo, and the company, Sugar Transport of the Northwest, LLC.  What course of action do you recommend with respect to the lawsuit and Carcamo’s employment? Does Sugar Transport’s Human Resources department have any responsibility for their role in hiring Carcamo? If so, what other employment law issues do you find legally problematic concerning the hiring of Carcamo? Identify them and explain the legal issues and laws that were violated. Include justification for your responses by citing applicable laws and/or legal cases in your discussion.

  29. Format your paper consistent with APA guidelines, and include headings that appropriately signal topics and keep your document organized. Use a minimum of three different sources within the paper in addition to the laws and legal cases required above, and provide in-text citations. Any laws and legal cases used in the body of your paper must also be included in the References page. Click the Assignment Files tab to submit your assignment. *****NOTE FROM DINA: If it better suits your learning style, you may submit a 10-12 slide power point, with Speaker’s Notes and APA- formatted references and citations. Your presentation must include a cover sheet slide and a References slide, if you choose this option. =============================================== MGT 434 Week 3 DQ 1 (UOP Course) For more course tutorials visit www.tutorialrank.com

  30. What are the rights protected under affirmative action? Are the rights of white males protected under affirmative action? Explain why or why not. Provide an example Does affirmative action require the meeting of quotas? Explain why or why not. =============================================== MGT 434 Week 3 DQ 2 (UOP Course) For more course tutorials visit www.tutorialrank.com What types of employers must comply with affirmative action? How might affirmative action implementation conflict with EEO compliance? How might affirmative action be a positive force in the workplace? Provide an example. =============================================== MGT 434 Week 3 Team Assignment Title VII Paper For more course tutorials visit

  31. www.tutorialrank.com Prepare a 1,250- to 2,050-word paper explaining the scope of Title VII and its applications in the workplace. Address the following items in your paper: The history and evolution of Title VII and its amendments (PDA, ADA, Adea) The application of Title VII and amendments in the workplace Who is covered and not covered under Title VII and its amendments How disparate impact discrimination and disparate treatment discrimination occur under Title VII and their implications Policies that companies must have in place to avoid violations of Title VII and its amendments How the law defines sexual harassment and employers’ responsibilities for addressing employees’ complaints in the work place Format you paper consistent with APA guidelines. ===============================================

  32. MGT 434 Week 4 Assignment Training Workshop on Affirmative Action Paper For more course tutorials visit www.tutorialrank.com Review applicable laws affecting affirmative action Discuss the role a Human Resource manager plays in implementing affirmative action plans. Explain the requirements for putting together an Affirmative Action Plan. Explain the requirements for putting together an Affirmative Action Plan (AAP). Include a discussion on mandatory and non-mandatory issues. APA Formatting and Editing, Introduction and Conclusion. =============================================== MGT 434 Week 4 Assignment Training Workshop on Affirmative Action Presentation

  33. For more course tutorials visit www.tutorialrank.com Review applicable laws affecting affirmative action Discuss the role a Human Resource manager plays in implementing affirmative action plans. Explain the requirements for putting together an Affirmative Action Plan. Explain the requirements for putting together an Affirmative Action Plan (AAP). Include a discussion on mandatory and non-mandatory issues. APA Formatting and Editing, Introduction and Conclusion. =============================================== MGT 434 Week 4 DQ 1 (UOP Course) For more course tutorials visit

  34. www.tutorialrank.com Describe the range of testing that is allowed in the workplace. What are some of the limitations of workplace testing? What are some of the limitations of preemployment testing? What are some of the potential pitfalls for management? What might management do to avoid the pitfalls? =============================================== MGT 434 Week 4 DQ 2 (UOP Course) For more course tutorials visit www.tutorialrank.com What are some of the performance evaluation methods? How might these methods be perceived as discriminatory? How might employers ensure that their performance evaluation process is nondiscriminatory? What might employers do to help encourage fairness in performance evaluation? ===============================================

  35. MGT 434 Week 4 DQ 3 (UOP Course) For more course tutorials visit www.tutorialrank.com What are some of the constitutional protections of privacy? What privacy rights are afforded to public and private sector employees? How might privacy rights be waived? =============================================== MGT 434 Week 4 DQ 4 (UOP Course) For more course tutorials visit www.tutorialrank.com Under what circumstances is it legal, advisable, or ethical to engage in the following practices:

  36. Require preoffer medical examinations of some applicants and not others Require post-offer, preemployment medical examinations of some applicants and not others Retain information generated by medical and preemployment testing in each applicant's general personnel file =============================================== MGT 434 Week 4 Signature Assignment Employee Conduct, Termination and Progressive Discipline For more course tutorials visit www.tutorialrank.com This signature assignment is designed to align with specific program student learning outcomes in your program. Program Student Learning Outcomes are broad statements that describe what students should know and be able to do upon completion of their degree. The signature assignments may be graded with an automated rubric that allows the University to collect data that can be aggregated across a location or college/school and used for program improvements.

  37. Resource: Avery Foster v. Federal Express Corp., 2006 U.S. Dist. LEXIS 53779 (E. Dist. Ct. MI) The issue in the case is whether the company's employment handbook created an implied contract. Avery Foster was terminated for falsifying an employee timecard. He argued that he was told in his initial interview that he would be guaranteed employment at Federal Express as long as he was a good worker and was protected from "just cause" termination. The court found there was good cause to terminate Avery Foster and that the handbook did not create an implied contract of guaranteed employment. Progressive discipline is an employee disciplinary process that provides a graduated and measured range of responses to employee performance or conduct issues. Critical thinking consideration: Short of termination, could progressive discipline have been effective in this matter? Given the circumstances and issues that arose in the Avery Foster case, create the following: Design a Progressive Discipline Policy that would be appropriate for most organizations to follow, with consideration to the following measures: Identify the discipline issues to be addressed: attendance, performance, conduct, or a single broad category of non-performance.

  38. Determine whether or not the provisions of the policy should permit the company to modify and/or apply the policy in any manner it deems appropriate under the circumstances, including acceleration of steps, exclusion of steps, or repetition of steps. Assess when a supervisor may act independently or needs to seek upper management approval. Explain instructions on when to involve Human Resources. Clarify the role of Human Resources to advise or approve disciplinary action. Determine when a witness should be present. Outline the different sequences and progressive levels of discipline that an employee can receive. Develop rules regarding merit increases in relation to disciplinary action. Write the policy in the third-person in no more than 1,400 words.

  39. Use headings that appropriately signal the steps and keep your policy organized. Use a minimum of three different research resources, and identify all sources in your Reference page. Click the Assignment Files tab to submit your assignment. =============================================== MGT 434 Week 5 Understanding Labor Practices For more course tutorials visit www.tutorialrank.com MGT 434 Week 5 Understanding Labor Practices Resource: Understanding Labor Practices Worksheet Assess each unfair labor practice using the Understanding Labor Practices worksheet. Determine the labor law and particular provision(s) applicable to the situation. Click the Assignment Files tab to submit your assignment.

  40. Understanding Labor Practices Labor laws: National Labor Relations Act (NLRA) (Wagner Act) Norris-LaGuardia Act Labor Management Relations Act (Taft-Hartley Act) Labor Management Reporting and Disclosure Act (Landrum-Griffin Act) Select the applicable federal law(s) from the labor laws above and its respective provision(s) affecting each labor practice issue. Save and submit to the Assignments tab. =============================================== MGT 434 Week 5 Union Organizing Case Study (2 Papers)

  41. For more course tutorials visit www.tutorialrank.com Research labor laws and legal cases on union organization in parking lots using online law libraries or other Internet sources. Using the IRAC method (Issue, Rule, Analysis, Conclusion) of legal case analysis, analyze the case study by identifying the applicable rule of law(s) relevant to the case. Explain whether or not the store owner may prohibit nonemployee union organizers from distributing leaflets in a shopping mall parking lot owned by the store owner. Others - ? Explain whether or not the storeowner may prohibit nonemployee union organizers from distributing leaflets in a shopping mall parking lot owned by the storeowner. Introduction and Analyze the case facts against the laws you have identified, and then give a conclusion as to what the result should be and which party should win the case. Assist with APA Formatting and Editing.

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