Deck 12: Wills and Estates

Question 1

How old must you be to seek relief from discrimination under the Age Discrimination Act?

Answer 1

Civil Rights Act 1964 prevents discrimination with employees undertaken by employers on the basis of their age, color, race, religion, age, gender, etc.
Age Discrimination Act 1976 stand for the labor law wherein employers are forbidden to undertake discrimination among employees. The person should be of atleast 40 years of age to seek relief from discrimination under the Age Discrimination Act. This is because upto 40 years of age an individual is mostly eligible, skilled and in a need of employment that provides continuous employability without any discrimination on the basis of his age. Thus, to conclude it could be said that an individual must be atleast 40 years of age to prevent age discrimination in his employment under this act.

Question 2

Performance evaluations often expose negative or counterproductive behaviors and qualities in employees. Make a list of five of these potentially negative traits. What steps can be taken by the employee to remedy these negative traits? What options are available to the employer in dealing with a potentially troublesome employee?

Answer 2

Performance evaluation stand for the process wherein employee performance is evaluated and examined how well an employee is performing at his or her job. Performance evaluation provides benefits to both- employer and employees because when employee's performance is evaluated he is provided with the good and bad aspects of his performance alongwith the feedback that is provided to the organization in making the employee develop his skills to achieve better performance.
It is said that performance evaluation most of the times exposes negative and counterproductive behaviors and qualities in employees. The following is the list of five such negative traits- extremely workaholic, trying to undertake one or more tasks at one time; getting irritated and frustrated with deadlines; cannot cope up with leisure time; cannot find sync and similar wavelength with others while working in a group etc.
The steps that employees could take to remedy the above traits that affects their productivity and work negatively are that employees should prioritize their work so that good work-life balance could be created; tasks should be taken one-by-one so that frustration and irritation could be prevented from taking place due to work pressure and deadlines; there should be quality home life for employees which could be used by them in rejuvenating themselves; seeing the positive traits in others will make employees to find common grounds to work with them in a group.
To deal with potentially troublesome employees, the employers could keep a check over the employees who are vulnerable to undergo tension and create troubles for themselves and for others and should approach these employees patiently. The employers should discuss to these employees and try to find out their problems and provide them with better options to resolve their conflicts with themselves and with others.

Question 3

Why is planning an important part of human resource management?

Answer 3

Planning stands for the ascertaining of the law company's mission, vision and objectives and to make strategies that encircle the mission, vision and objectives of the firm.
Planning is an important part of human resource management because it is extremely necessary for the HR Manager to make plans for the positions that needs to be filled by recruiting skilled employees over it and also to estimate the need of future personnel required by the firm in the coming time. Unless, the HR Manager is aware and makes plan for the recruitment of required number of employees in the firm, there will be a shortage of skilled employees in the firm which will affect its working and goal achievement capabilities. This is the reason by effective planning is needed by human resource management in managing and developing the human resources that is the employees in the organization.

Question 4

Find three different sample performance evaluation forms online. What common features do these forms share? What features are different? According to this sample of evaluations forms, what employee traits seem most important to potential employers?

Question 5

What is human resource management?

Question 6

Go online and locate five job openings for legal assistants. What are the job descriptions for these positions? Using these job descriptions, think about and write down what employee qualities and traits may be helpful in showing a human resource manager that an applicant would be a good candidate for the position.

Question 7

What are some elements that should be included in a job description?

Question 8

Why are performance evaluations important?

Question 9

When should performance evaluations be conducted?

Question 10

Where can law firms recruit for qualified candidates?

Question 11

Why is it important for a human resource manager to be a good leader?

Question 12

You are a human resource manager for a law firm. Write a job description for a legal assistant for your firm. Make sure that you include the necessary elements for a detailed job description.

Question 13

What is the at-will employment doctrine?

Question 14

Research on the Internet and create a list of 25 interview questions that you could ask a potential candidate. Create a list of at least 5 questions that you should not ask a potential candidate.

Question 15

List three types of substantial impairment that may qualify as a disability under the ADA.

Question 16

Write a comprehensive performance evaluation of your work in your last job. Make sure that it is objective and fair. Assess both your strengths and weaknesses in that job. According to your evaluation, what adjustments might you make that would improve a potential future evaluation?