In this assessment, you have been tasked as the HR generalist to train new managers on the background to employment analysis. Write a 3–4 page overview based on best practices and approaches for either “Sweet Delights Bakery” or an organization of your choice.
In your paper:
- Describe the different categories of employees (full- and part-time employees, independent contractors, temporary employees, interns, students, volunteers, and partners).
- Select two main roles in your organization and explain how you determined the employment status of each position. Simply labeling an employee as full time or a contractor does not determine status.
- Discuss the practices the company should avoid when employing contractors.
- Analyze two types of protected classes under federal antidiscrimination statutes. Why are these liabilities for the company?
- Consider neutral requirements or practices in recruitment. Why are these a risk for the company?
Be sure to communicate in a manner that is scholarly, professional, and consistent with expectations for members of the HR profession.
- Length: 3–4 typed, double-spaced pages, excluding title page and reference page.
- Font and font size: Times New Roman, 12 point.
Struggling with where to start this assignment? Follow this guide to tackle your assignment easily!
This assignment requires you to write a detailed paper as an HR generalist, focusing on the background of employment analysis in a company of your choice. Below is a step-by-step guide to help you structure your paper effectively and ensure it meets all the requirements.
Step 1: Title Page
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Title: Clearly state the title of your paper. Example: Employment Analysis Overview for Sweet Delights Bakery.
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Your Name: Include your full name.
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Course Information: Add your course name, professor’s name, and the date.
Step 2: Introduction (Approx. 1/2 page)
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Introduce the topic: Start by briefly introducing the concept of employment analysis and its importance in HR management. Mention that you will be discussing the different categories of employees, employment statuses, protected classes, and practices to avoid.
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Thesis Statement: Conclude your introduction with a thesis statement that clearly outlines what you’ll be covering. For example: This paper will explore the different employee categories at Sweet Delights Bakery, discuss how employment statuses are determined, and examine best practices for employing contractors and ensuring compliance with federal antidiscrimination laws.
Step 3: Employee Categories (Approx. 1/2 page)
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Overview of employee categories:
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Full-time employees: Employees who work a full schedule, typically 35–40 hours per week.
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Part-time employees: Employees who work less than the full-time hours, usually under 35 hours per week.
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Independent contractors: Workers hired for a specific task or project. They have control over their work schedule and are not entitled to benefits.
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Temporary employees: Hired for a fixed duration or until a specific project is completed. They may work full-time or part-time.
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Interns: Generally students or recent graduates who work for experience, and sometimes for academic credit, rather than wages.
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Students: Hired primarily for part-time work or internships while attending school.
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Volunteers: Work for an organization without compensation but may receive perks such as training or experience.
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Partners: In a partnership, individuals who share ownership and management responsibilities.
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Discuss their significance: Explain how each category differs in terms of benefits, employment rights, and expectations.
Step 4: Determining Employment Status (Approx. 1 page)
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Choose two roles from your chosen organization (Sweet Delights Bakery or another company). These roles can be management, marketing, operations, etc.
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Employment status determination:
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Example: For a Baker, you might classify them as a full-time employee if they work 40 hours a week with benefits, based on your company’s needs for a permanent and consistent presence in the kitchen.
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Example: For a Marketing Consultant, you might classify them as an independent contractor if they work on specific projects for a defined period, have their own work schedule, and are paid per deliverable.
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Explain the factors involved in determining employment status:
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Degree of control: How much control does the company have over the worker’s work schedule and tasks?
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Duration of employment: Is the worker hired for a short-term project or a long-term role?
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Relationship to the company: Is the role integral to the company’s core business, or is it more peripheral?
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Step 5: Practices to Avoid When Employing Contractors (Approx. 1/2 page)
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Misclassification: One common mistake companies make is misclassifying employees as independent contractors when they are, in fact, full-time employees.
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Avoid: Treating contractors as employees by offering benefits, providing detailed instructions, or setting working hours.
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Consequences: This can lead to legal disputes, fines, and potential lawsuits.
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Best practices:
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Ensure contractors are clearly defined with specific contracts outlining their tasks, deadlines, and payment structures.
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Allow them the freedom to set their own schedules and work from locations of their choice.
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Step 6: Analyzing Protected Classes (Approx. 1/2 page)
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Protected classes under federal antidiscrimination statutes:
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Race and Ethnicity: Discriminating against an individual based on their race or ethnicity violates Title VII of the Civil Rights Act of 1964.
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Gender (Sex) and Sexual Orientation: Gender discrimination, including sexual harassment or unequal treatment due to gender, is also prohibited under Title VII, and recent rulings extend protections to sexual orientation.
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Why these are liabilities:
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Legal risks: Discriminatory practices can lead to lawsuits, financial penalties, and damage to the company’s reputation.
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Workplace environment: Failure to protect these groups can lead to a toxic work culture and lower employee morale.
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Step 7: Neutral Requirements or Practices in Recruitment (Approx. 1/2 page)
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Definition: Neutral requirements or practices refer to job criteria or hiring practices that are applied equally to all candidates, regardless of protected status.
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Risks:
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Disparate Impact: A neutral requirement may unintentionally exclude certain groups (e.g., a requirement for a high school diploma may disproportionately affect minority groups or individuals with less access to education).
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Example: Requiring applicants to be available for full-time hours may inadvertently discriminate against those with caregiving responsibilities, often women.
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Best practices:
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Review job requirements regularly to ensure they are truly necessary for the role and do not unintentionally exclude certain protected groups.
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Step 8: Conclusion (Approx. 1/2 page)
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Summarize the key points discussed in your paper.
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Reaffirm the importance of properly classifying employees, understanding protected classes, and maintaining fair recruitment practices.
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End with a statement about the role of HR in ensuring these practices are followed, promoting legal compliance and a positive workplace culture.
Step 9: References Page
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Use proper APA style to cite any sources referenced in your paper.
Formatting Guidelines:
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Ensure your paper is 3–4 pages long (excluding title and references pages).
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Use Times New Roman font, 12 pt. size.
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Follow APA format for citations and references.
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Ensure your paper is double-spaced, with 1-inch margins on all sides.
By following this guide, you will be able to effectively structure your paper, covering all the key aspects of employment analysis and best practices for managing different categories of employees. Would you like more help with formatting or finding sources?
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The post Clearly state the title of your paper. Example: Employment Analysis Overview for Sweet Delights Bakery. appeared first on Skilled Papers.
