Watch the video (link below) and thoroughly (6 or more sentences in a paragraph) discuss the benefits of Stock Trading and Thinking in Probabilities.
Can you really use Probabilities when trading in the stock market?
https://www.youtube.com/watch?v=68Pi2Wb5U1U
Creating a New Position
Due Week 9 and worth 160
As an HR Manager, part of your job is to analyze the staffing levels within the organization. You have to hire to fill one position within the organization. You can choose the organizational position you currently work or a future position. For this assignment, create a new position and write a description of the needs it fills in the organization, the job description, and the compensation and benefits package.
You will create and submit your assignment by using the ecree link. Just click on the link, and start writing. Your work will be saved automatically. You’ll see some feedback on the right-hand side of the screen, including text and videos to help guide you in the writing process. When you’re ready, you can turn in your assignment by clicking Submit at the bottom of the page.
Click the assignment link to start your assignment in ecree. Please note that ecree works best in Firefox and Chrome.
Write a 5–7 paragraph paper in which you:
Explain three or four job components in the job description and specifications for the job.
Explain what will be included in the compensation and benefits package related to the job.
Format your assignment according to the following formatting requirements:
This course requires the use of Strayer Writing Standards. For assistance and information, please refer to the Strayer Writing Standards link in the left-hand menu of your course.
Include at least one reference to support your paper.
The specific course learning outcomes associated with this assignment are:
Outline the requirements for a new position, including a job description and the compensation and benefits package.
Much variation is present in the United States population’s health care insurance coverage status. This Module’s SLP is intended to allow you to study health insurance status and access to health services in either your home state or your state of current residence. Using the “Health Insurance Coverage of the Total Population” link in the background readings, examine the Table, Map, and Trend Graph for your home state or state of current residence. Refine ‘coverage year’ choice to the most recent coverage year posted in the left side navigation bar on the site. Address the following:
analyzing the AAB India Case Study.
Source: https://commons.wikimedia.org
EEO Compliance for Federal Contractors/Subcontractors
Before starting this assignment, be sure to familiarize yourself with the OFCCP and the following laws and their amendments:
National Immigration Forum (Aug. 2018). Fact Sheet: E-Verify. Retrieved from https://immigrationforum.org/article/fact-sheet-e-verify/
U.S. Department of Labor. Office of Federal Contract Compliance Programs (OFCCP). (n.d.) About OFCCP. Retrieved at https://www.dol.gov/ofccp/aboutof.html
U.S. Department of Labor. Office of Federal Contract Compliance Programs (OFCCP). (n.d.) Executive Order 11246, As Amended. Retrieved at https://www.dol.gov/ofccp/regs/statutes/eo11246.htm
U.S. Department of Labor. Office of Federal Contract Compliance Programs (OFCCP). (n.d.) Section 503 of the Rehabilitation Act of 1973, As Amended. Retrieved at https://www.dol.gov/ofccp/regs/compliance/sec503.htm
U.S. Department of Labor. Office of Federal Contract Compliance Programs (OFCCP). (n.d.) Regulations Implementing the Vietnam Era Veterans’ Readjustment Assistance Act. Retrieved at https://www.dol.gov/ofccp/regs/compliance/vevraa.htm
U.S. Department of Labor, Office of Federal Contract Compliance Programs (OFCCP). (n.d.) Sample affirmative action programs (AAPs). Retrieved from http://www.dol.gov/ofccp/regs/compliance/aaps/aaps.htm
Case Assignment
You are an HR Manager for a large sheet metal manufacturing company. One of your largest customers has just secured a major office furniture contract with the federal government. Your customer wants your company to become a subcontractor for the project, making all of the plastic parts required. Even though it would be lucrative, there is uncertainty among your organization’s top officials about whether to join this project, given that the preparation of an affirmative action plan and the formulation of goal achievement requirements will be imposed to correct underutilization.
You have been tasked to prepare a slide presentation (10-12 slides, not counting the cover slide or the reference list slide). Include an audio component (voiceover slides), speaker notes at the bottom of each slide, or both). Watch the short YouTube video How to Add Audio into your PowerPoint for more information.
Your presentation needs to address the following:
1. Identify the EEO compliance requirements that impact a federal subcontractor.
2. Classify the important components of an affirmative action plan (expand on the goal-setting process).
3. Determine how affirmative action goals should relate to an organization’s strategic human resources plan.
4. Elucidate on your recommendations to the organization’s top officials about becoming part of this project.
Use at least five Trident Online Library sources plus any applicable background readings to support your discussion.
Online Sources
Waltemath, Joy.Weblog post. CCH Work Day [BLOG]Newstex. Nov 25, 2019.
By Pamela Wolf, J.D.
Effective immediately, the agency will not request or accept EEO-1 Component 2 pay data.
The Office of Federal Contract Compliance Programs has released its “Intention Not to Request, Accept, or Use Employer Information Report (EEO-1) Component 2 Data,” slated for publication in the Federal Register on November 25, 2019. Referencing the EEOC’s earlier notice that it does not intend to submit to the Office of Management and Budget a request to renew Component 2 pay data under the current OMB control number, and its request that Component 1 be assigned a new OMB control number, the OFCCP made clear that it will not request, accept, or use Component 2 data.
The OFCCP said that it “does not expect to find significant utility in the data given limited resources and its aggregated nature, but it will continue to receive EEO-1 Component 1 data.”
Information collection. The OFCCP and EEOC collect workforce data through the EEO-1 report. The EEOC’s legal authority to collect this data comes from Title VII, while the OFCCP’s authority derives from Executive Order 11246. The EEO-1 collects information from private employers and federal contractors about the number of employees by job category, and by sex, race, and ethnicity (Component 1). The two agencies share this information to avoid duplicative information collections and minimize the burden on employers.
Stayed and reinstated. In April 2019, a Washington, D.C. federal court, in National Women’s Law Center v. Office of Management and Budget, ordered the reinstatement of the OMB-approved 2016 revision to the EEO-1 that requires filers to additionally submit aggregated employee pay and hours worked (Component 2). The Obama-era revision had been illegally stayed by the OMB, the court concluded.
Collection not renewed. However, the EEOC, as the agency responsible for securing OMB approval of the EEO-1 data collection under the Paperwork Reduction Act, recently gave notice that it does not intend to submit to the OMB a request to renew Component 2 under the current OMB control number. It has requested that Component 1 be assigned a new OMB control number. The EEOC is contemplating the value and usefulness of the pay data collection, and to that end, heard from an invited panel of experts on November 20 (see Public hearing on EEO-1 pay data collection reveals sharp divides, November 20, 2019).
Pay data unnecessary. The OFCCP explained that it has reviewed the parameters of the Component 2 pay data collection and has determined that it does not find the data necessary “to accomplish its mission to ensure federal contractors are not engaged in unlawful pay discrimination.” The OFCCP noted that the pay data is collected in a highly aggregated format, and although it could potentially inform the OFCCP’s scheduling process for compliance evaluations, “it is too broad to provide much utility.”
The pay data is not collected at a level of detail that would permit the OFCCP to make comparisons among similarly situated employees, as required under Title VII standards that the OFCCP applies in administering and enforcing EO 11246. The OFCCP also noted that it receives up-to-date, employee-level pay data from contractors selected for compliance evaluations. This data enables the agency to identify pay disparities that may violate EO 11246 by comparing the pay of employees who are similarly situated under the contractors’ pay practices. Thus, the OFCCP does not need Component 2 pay data for that purpose.
Further, analyzing EEO-1 Component 2 pay data would put an unnecessary financial burden on the OFCCP. The agency’s limited resources do not support the enhanced scope of review of employer practices or provide the human capital and technical capacity that would be required to make use of the Component 2 data.
Will not request or accept. “Given the limited utility of the data for OFCCP’s purposes within the constraints of OFCCP’s available resources, OFCCP will not request or accept EEO-1 Component 2 data,” according to the agency’s notice. “OFCCP will continue to receive EEO-1 Component 1 data from covered contractors and subcontractors through the Joint Reporting Committee for purposes of reviewing their compliance with Executive Order 11246 and its implementing regulations, including the reporting requirements at 41 CFR 60-1.7.”
Castleton, Richard W.Long-Term Living; New York Vol. 60, Iss. 2, (Feb 2011): 39-40.
The Office of Federal Contract Compliance Programs (OFCCP) enforces equal employment opportunity laws. This most prominently includes Executive Order 11246 (EO 11246), Section 503 of the Rehabilitation Act of 1973 (Section 503), and the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA). This article provides a general review of these laws, OFCCP jurisdiction, and how this impacts the long-term care (LTC) industry. EO 11246 prohibits discrimination and requires affirmative action to ensure that all employment decisions are made without regard to race, color, religion, sex, or national origin. Section 503 of the OFCCP prohibits discrimination and requires affirmative action in the employment of qualified individuals with disabilities. VEVRAA prohibits discrimination and requires affirmative action in the employment of specified categories of veterans. LTC facilities may see an increase in the number of compliance review notifications. LTC facilities should keep several things in mind. First, the OFCCP has not announced any directive targeting LTC facilities. Second, any increase in compliance reviews is most likely connected to the increased staff more than anything else.
Word count: 699
Copyright Newstex Nov 25, 2019
Write three paragraphs fully addressing what confirmation bias is
You are to provide a paper (case studies) of a minimum of 2 pages and a maximum of 3 pages (not including your cover page, abstract, or reference page).
You need at least 3 references in addition to your text. The case study and the references are to be in APA format
PLEASE INCLUDE ABSTRACT
Eddie is a loyal long tenured non-exempt employee working for the Director of Facilities. Her normal work hours at 8:00 AM – 5:00 PM with an hour for lunch. On most occasions, Eddie brings her lunch. She warms her lunch in the department’s kitchen, return to her desk to scan the web reading current news articles, shopping on QVC, reading people magazine and at times chatting with family members over the phone. It is not uncommon that Eddie will answer the department phone, taking messages for her boss or dealing with vendors. There have been occasions when Eddie has even made copies of documents for some of the facilities workers. It only takes a few minutes to do these little things, Eddie is happy to help out and quickly returns to her lunch plans.
As the HR manager, does the company have a problem? If so, what type(s) of a problem(s) do you have and how do you handle it?
Complete the Collective Bargaining Case Study Worksheet.
Submit your assignment.
Attached is the PDF reading assignment, and paper that is to be included.
Discuss some of the protected characteristics covered by equal employment opportunity laws and why they are important in today’s employment setting.Your discussion is to be submitted in 12-point Times New Roman font using APA format. You must have a minimum of two sources to support your answer.
Reply to Post: 200 Words
Equal Employment Opportunity Act LawEqual employment opportunity provides equal chances in employing workforces in a company without discrimination such as race, sex, religion, color, or ethnic group. For the strategy to be accomplished, the United States Equal Employment Opportunity Commission, set to play an essential role in protecting workforces from discrimination, established the Civil Rights Act. The strict rules have been set to ensure the regulations are followed in each state, national, or private company (Kmec & Skaggs, 2014). Equal employment opportunities also employ or promote workers according to their skill instead of discriminated based, sex, religion, among others. Various managers have paid vast amounts for violating the laws because of inadequate knowledge or ignoring the rules.The employment reflections against persons with disabilities without reasonable accommodation to execute the job have been forbidden in the companies. Based on the act, any person with disabilities who can implement their vital job functions should not be prejudiced. This implies that any work that a person living with a disability can carry out; they should not be prejudiced from others (Rush, 2012). It similarly forbids the use of pre-employment medical tests, apart from the drug tests, while waiting for a provisionally offered job. Even with the several Civil Rights Acts as well as Equal Employment Opportunity Acts, ethnic discrimination in workplace settings carries on. The companies and the employers are responsible for protecting the laws at the workplace and when employing the workforces. This can only be attained by allowing strict regulations within the company and providing a flexible and relaxed environment for individuals with specific disabilities. Apart from places where a lot of energy is needed, for instance, raising heave loads for an extended period, gender discrimination is not allowed. In this case, men are generally preferred because of their physical features that are more required. Jobs like these can be exempted because of their specific job requirements.
Answer discussion questions.
■ What is the difference between global remuneration and international assignment compensation?
■ What are the major issues related to the effectiveness of global remuneration plans?
■ How are equity compensation plans affected when used as incentive compensation with employees from different countries in an MNE?
■ What are common international assignment management compensation systems, what are advantages and disadvantages of each system, and when are they used most appropriately?
■ What different tax approaches can be used by MNEs for international assignment compensation?
