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Employer and employee relations have several ways in which companies understand laws and standards set forth by governing bodies in the respective location and within the whole nation (Bennett-Alexander, & & Hartman, 2007). This paper evaluates the differences in regular staff members vs. short-term workers and independent professionals. It will also discuss the differences between exempt and non-exempt staff members. Lastly, it will take a look at the laws in Colorado and how Northrop Grumman reacts to those laws.
Temporaries or Independent Professionals
The Board of Directors and personnels department at Northrop Grumman strongly thinks in and supports the numerous employment laws that have been established and implemented by the EEOC. Northrop Grumman's personnel department has actually supplied an employee manual to each worker, which contains a confined at-will provision. Moreover, Northrop Grumman has a prolonged workweek settlement policy for all employed employee. According to the company's staff member handbook, employed workers who are set up to work 40 hours or more each week are required to get a prolonged quantity of compensation for their time.
In addition, all regular staff members are only entitled to receive straight pay regardless if any overtime has actually been worked throughout the workweek.
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The only time an exception is made regarding salaried workers is if they work during a holiday or on a Saturday or Sunday. Nevertheless, for a worker to be able to receive holiday pay, that individual need to be on the active payroll and not on leave of absence (Northrop Grumman, 2006).
Northrop Grumman likewise provides a range of different to help its staff members continue their education, which consists of tuition reimbursement and graduate research study programs and are used to all workers (Northrop Grumman, 2006). In general, all routine employees at Northrop Grumman are compensated with different perks, such as a flexible benefits bundles that's customized to fit their private and household needs; in addition, vacation, bereavement, vacation and leave of absence pay.
In terms of temporary or independent contractors, they are treated entirely different from regular employees due-to being leased workers. These types of employees are not granted such things as company benefits packages, incentives and saving plans. Lastly, these workers must adhere to company training, applicable laws, regulations, policies and procedures that govern the occupational safety and health practices (OSHA).
An exempt employee varies from a non-exempt employee in many ways.
The first type of employee is an exempt employee. An exempt employee is an employee who is paid on salary and does not get a reduced paycheck because they do not work a certain number of hours or do a certain amount of work. An exempt employee is given a base salary, which is the annual salary, which excludes shift, overtime and other differentials or bonuses.
Another fact about exempt employee is that they are not subject to minimum wage and overtime requirements as set forth by the Fair Labor Standards Act. An exempt employee may be required to work more than a 40 hour work week without any compensation. An exempt employee can work an extended workweek (EWW). This means that they can, in extraordinary circumstances, work extra hours during a workweek and get paid additional compensation. At Northrop Grumman, the exempt employee must work at least six hours over the employee's standard workweek to be considered working an extended workweek.
The extended workweek cannot last more than three months for each project or approval by recommending manager, approving manager, contracts director and HR director. When an EWW is in effect, the employee's straight time rate will be paid for each hour worked. The straight time rate is figured by dividing the employee's weekly salary by the number of hours they are regularly scheduled (Northrop Grumman, 2006). An example of how an exempt employee is paid is: if an employee is 50% exempt and has a standard word schedule of 24 hours per timesheet and the employee works 32 hours on a timesheet, the employee is eligible to receive 2 hours of EWW pay. There are some guidelines the can be subject to were the employers does not need pay the employee for any workweek in which he or she performs no work.
Here are some examples of the examples of guidelines for exempt employees at Northrop Grumman:
An employee will not be considered to be on a salary basis if deductions from his predetermined compensation are made for absences occasioned by the employer or by the operating requirements of the business. Accordingly, if the employee is ready, willing, and able to work, deductions may not be made for time when work is not available.
Deductions may also be made for absences of a day or more occasioned by sickness or disability (including industrial accidents) if the deduction is made in accordance with a bona fide plan, policy or practice of providing compensation for loss of salary occasioned by both sickness and disability.
Deductions may not be made for absences of an employee caused by jury duty, attendance as a witness, or temporary military leave. The employer may be offset by any amount received by an employee as jury or witness fees or military pay for a particular week against the salary due for that particular week without loss of the exemption (Health, 2008, para, 4).
Another type of employee is the non-exempt employee. One on the more known reasons is that the non-exempt employee is paid hourly. Non-exempt employees are only paid for hours they have worked. While an exempt employee is paid on salary and gets paid the same amount every week, no matter how many hours they work. This means if they work over 40 hours a week they will be paid overtime. This could be a benefit for non-exempt employees because they are compensated for the extra hours they put in.
There are no exceptions to the stated laws of the FLAS concerning a non-exempt employee; therefore, Northrop Grumman must follow all rules and regulations in regard to paying minimum wage and overtime to these workers. The FLSA demands that every business pay non-exempt employees one and half times his or her regular pay for all hours worked over 40 in one week.
At Northrop Grumman, a non-exempt employee will be given plenty of notice at or before lunchtime the day overtime is required, if this amount of time is not given in advance they will consider the overtime worked voluntary. The non-exempt employee will be expected to work the overtime; unless it has been determined that requirement places a hardship on the employee. Non-exempt employees are compensated with holiday pay, which is considered straight time pay based on normal work hours. If the employee works on the holiday that individual will be paid double his or her regular pay for hours worked, then the worker is still entitled to receive his or her holiday pay. Northrop Grumman also gives a year-end holiday pay to all workers. The employees get paid for an extra 40 hours, unless those individuals normally work less hours; if so, they will be paid for the hours they originally work during a week (Northrop Grumman, 2006).
In the majority of states, employees that do not work under an employment contract are deemed to be "at will." Colorado is a state that follows that statue as well. At-will employees may be terminated for any reason, so long as the terms are not illegal. Northrop Grumman is a corporation that hires all employees at will. According to Termination of Employment Policy ITP H7 (2007), all employment at Northrop Grumman Information Technology business department is at-the-will of the company therefore, termination may be determined by the management and in accordance with company policy and procedure.
Colorado has two exceptions to the at-will rule based upon the legal principles of "public policy" and "implied contract." First, the public policy exception simply means that an employee cannot be fired for performing a legal duty or exercising a legal right. Second, a binding employment relationship may be found to have been created by an implied or an express contract. The contract theory usually arises in situations in which procedures outlined in personnel handbooks are construed as a contract between the employer and employee (Employment Law, 2008).
Northrop Grumman has an employee handbook that clearly outlines the guidelines behind employment-at-will and how the company has a right to use this doctrine. Although the information is expressed in the handbook, it is not mentioned during the hiring or new hire orientation processes. The company included the information in the handbook, which by law is all they are required to do.
In conclusion, regardless of the type of relationship that an employee has with Northrop Grumman, all are treated in a fair and legal way. Northrop Grumman ensures this by adhering to all laws, guidelines, and regulations that are designed to protect the American worker. That protection is extended to all types of workers, not just regular employees. Contractors, non-exempt, and exempt employees are all treated the same. However, not all companies can truthfully say this! Fortunately, there are state and federal laws to ensure that everyone that works at Northrop Grumman is treated fairly.
Employer-Employee Relations in Northrop Grumman. (2016, Jul 29). Retrieved from https://studymoose.com/employer-employee-relations-in-northrop-grumman-essay
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