Employer and employee relations have many different ways in which organizations understand laws and guidelines set forth by governing bodies in the respective area and within the entire nation (Bennett-Alexander, & Hartman, 2007). This paper will discuss how the Army as an organization differs from the private sector by way of managing regular employees vs. temporary employees or independent contractors. It will also discuss the differences between exempt and non-exempt employees. Included in this discussion is how polices and procedures for each organization correlate and respond to the laws established to protect differences in employment status.
Army: "Regular" Employees vs. Temporaries/Independent ContractorsThe human resources department in the Army strongly believes in and upholds the various employment laws that have been established and enforced by the Equal Employment Opportunity Commission (EEOC). The Army's human resource department does provide an accessible webpage to all members of the workforce, which contains numerous amount of information regarding employment policies and rights within the organization covering the EEOC.
In the Army, individuals sign a contract and are thereafter "employed" when they join or enlist- therefore making them a "regular" member of the workforce. Upon the enlistment into the Army, the individual further attest to the commitment by raising their right hand and pledging allegiance:I do solemnly swear (or affirm) that I will support and defend the Constitution of the United States against all enemies, foreign and domestic; that I will bear true faith and allegiance to the same; and that I will obey the orders of the President of the United States and the orders of the officers appointed over me, according to regulations and the Uniform Code of Military Justice. So help me God.
(Army Regulation, 601-270, 1999).
In terms of temporary or independent contractors, it is a gray area within the Army. Employment...