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Under Title II of GINA, it is illegal to discriminate against employees or applicants because of genetic information. Title II of GINA prohibits the use of genetic information in making employment decisions, restricts employers and other entities covered by Title II (employment agencies, labor organizations and joint labor-management training and apprenticeship programs - referred to as "covered entities") from requesting, requiring or purchasing genetic information, and strictly limits the disclosure of genetic information. https://www.eeoc.gov/laws/types/genetic.cfm

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Employees must have the supervisor informed of any workplace safety hazards or risks. The company must ensure that employees are kept in a safe   working environment and take care of the unsafe conditions and make them safe for the employees.

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The Employee Retirement Income Security Act of 1974 protects Americans' retirement assets by implementing rules that qualified plans must follow to ensure plan fiduciaries do not misuse plan assets. Under ERISA, plans must provide participants with information about plan features and funding, and regularly furnish information free of charge.

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There are different warning steps. For instances, the steps including a verbal warning, written warning, final written warning, and dismissal. The companies should keep all the warning notices in files for their own record.

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In 1978, four government agencies (EEOC, Department Of Labor, Department of Justice, and the Civil Service Commission) adopted a set of guidelines known as the Uniform Guidelines for Employee Selection Procedures, which provided information on what constitutes a discriminatory test surrounding employment testing, as well as all personnel decisions. https://www.prevuehr.com/resources/insights/adverse-impact-analysis-four-fifths-rule/

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Hiring Process: There are a series of steps in the hiring process, including applying for jobs, interviewing, employment testing, background checks, and job offers, along with tips and advice for each step in the hiring process. Sometimes companies have their own way of managing the employment process. also the process of time varies from company to compan.

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The federal overtime provisions are contained in the Fair Labor Standards Act (FLSA). Unless exempt, employees covered by the Act must receive overtime pay for hours worked over 40 in a workweek at a rate not less than time and one-half their regular rates of pay. There is no limit in the Act on the number of hours employees aged 16 and older may work in any workweek. The Act does not require overtime pay for work on Saturdays, Sundays, holidays, or regular days of rest, unless overtime is worked on such days. https://www.dol.gov/whd/overtime_pay.htm

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When layoff occurs, the work companies try to retain the employees with the highest performance and good ethics in the workplace. All companies have different ways of retaining employees, for example some companies promote employees or offer them better benefits.  While the process of retrenchment is going on, the industry does not stop its function. It continues to function.

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Layoff can be temporary or permanent decision depending on the circumstances of the company. Employees are never prepared to receive unemployment news. Employees can apply for unemployment and collect for a certain time depending on the time that they worked

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There are many ways that conflict in the workplace can occur. Which sometimes is difficult to resolve then. The best way to solve or avoid them is by making a step-by-step plan that employees can follow in daily. if there is a conflict this picture show the steps that can be follow to resolve the issue.