| Course | HR420 Workplace Law, Labor Relations, and HR Risk Management |
|---|---|
| Unit | Unit 10 |
| Paper type | Risk management plan |
| Length | About 920 words, 6 pages double-spaced |
| Format | APA 7 student paper |
| School | Purdue University Global |
| Program | BS in Business Administration (Human Resources) |
| Updated | October 2026 |
Free sample paper for HR420 Unit 10
Nine Exposures, Ranked and Scheduled: A Unit 10 Risk Management Plan for a Car Wash Chain
[Student Name]
Purdue University Global
HR420: Workplace Law, Labor Relations, and HR Risk Management
Unit 10 Risk Management Plan
[Instructor Name]
[Date]
Wapsi Valley Car Wash and every exposure and score are composite and illustrative, drawn from the earlier units of the course; the regulations and research cited are real.
How Exposures Are Scored
Each exposure is scored from one to five for likelihood, meaning how probable it is that the problem occurs or recurs in the next year, and for severity, meaning the cost and harm if it does. The product sets the rank. A score of 15 or more is high, 9 to 14 middle and below 9 lower.
The Risk Register
1. Night closing managers misclassified as exempt. Likelihood 5, severity 4, score 20. The exposure repeats every pay period at nine sites, and Unit 5 put the two-year back pay as high as roughly $298,000, with liquidated damages possible on top. Preventive step: reclassify as non-exempt and track hours. Owner: payroll manager. Evidence: the first payroll with hourly pay and recorded overtime. Review: in thirty days.
2. Tips handled by shift leads. Likelihood 5, severity 4, score 20. Found at one site and likely elsewhere. Preventive step: the Unit 9 guidance at every site and a monthly tip pool audit. Owner: operations director. Evidence: signed audit sheets. Review: monthly for six months.
3. Unpaid pre-shift work. Likelihood 4, severity 3, score 12. Preventive step: opening crews clock in before any task, with the guidance posted at the time clock. Owner: site managers. Evidence: time records showing clock-ins before tunnel opening. Review: quarterly.
4. Eyewash access and chemical training. Likelihood 3, severity 4, score 12. Preventive step: move every eyewash station outside the chemical cage, check monthly and confirm hazard communication training before anyone handles concentrate. Owner: safety coordinator. Evidence: station inspection log and training records. Review: in two weeks, then monthly.
5. Bargaining conduct at the union site. Likelihood 2, severity 5, score 10. Ranks high on severity alone: a single unilateral change or direct dealing could produce an unfair labor practice finding and harden bargaining. Preventive step: the Unit 7 brief to every manager at the site and a rule that no change to work rules there is made without labor counsel. Owner: general manager. Evidence: signed acknowledgment by each manager. Review: at each bargaining session.
6. Accommodation handling. Likelihood 3, severity 3, score 9. Preventive step: train site managers to forward any remark linking a work change to a medical condition to human resources the same day. Owner: human resources generalist. Evidence: requests logged with dates. Review: quarterly.
7. Leave eligibility errors. Likelihood 3, severity 3, score 9. Preventive step: human resources, not site managers, determines eligibility using hours worked, not hours paid, and road miles between sites. Owner: human resources generalist. Evidence: eligibility notices issued within five business days. Review: quarterly.
8. Harassment intake and promises of silence. Likelihood 3, severity 3, score 9. Preventive step: train every manager that a report cannot be kept confidential from the company, and that the right promise is discretion and protection. Owner: human resources manager. Evidence: training completion and days from report to intake. Review: semiannually.
9. Age-related remarks in hiring notes. Likelihood 2, severity 4, score 8. Preventive step: structured hiring notes with job-related criteria and a review of notes before decisions. Owner: human resources manager. Evidence: sample review of hiring files. Review: semiannually.
The two highest scores are not the most dramatic exposures but the ones that repeat every pay period, which is why fixing them first saves the most.
Why Claims Arise
Claims are not driven by legal violations alone. Goldman (2001) found that employees' sense of unfair treatment, and the advice of people around them, shaped whether they pursued discrimination claims. Dunford and Devine (1998) argued that perceived injustice in how a termination was handled influences whether an employee takes legal action. The register addresses both: it fixes the practices and it adds steps, such as explaining outcomes and protecting those who report, that affect how fairly people feel treated.
Documentation and Retention
Records are kept for at least the periods federal rules require, and longer where the company chooses. Payroll records, including hours and wages, are kept for three years (Records to Be Preserved 3 Years, 2024). Personnel records relating to hiring, promotion and discharge are kept for at least one year, and longer if a charge is filed (Preservation of Records Made or Kept, 2024). Leave records are kept for three years, and safety injury logs for five. Investigation files are kept for seven years by company policy, in a restricted folder separate from personnel files.
Insurance
Employment practices liability insurance typically covers claims of discrimination, harassment, retaliation and wrongful termination, including defense costs. It typically excludes or sharply limits wage and hour claims, and it does not cover workplace injury, which belongs to workers' compensation, or fines and penalties. The two highest-ranked exposures in this register are therefore largely uninsured, which is another reason to fix them first.
The Dashboard
Overtime hours paid to reclassified night closing managers, monthly.
Tip pool audits passed, out of nine sites, monthly.
Days from a harassment report to human resources intake, target one business day.
Accommodation requests closed within twenty-one days, quarterly.
The dashboard goes to the general manager monthly, and the full register is reviewed every six months.
References
Dunford, B. B., & Devine, D. J. (1998). Employment at-will and employee discharge: A justice perspective on legal action following termination. Personnel Psychology, 51(4), 903-934. https://doi.org/10.1111/j.1744-6570.1998.tb00745.x
Goldman, B. M. (2001). Toward an understanding of employment discrimination claiming: An integration of organizational justice and social information processing theories. Personnel Psychology, 54(2), 361-386. https://doi.org/10.1111/j.1744-6570.2001.tb00096.x
Preservation of Records Made or Kept, 29 C.F.R. § 1602.14 (2024).
Records to Be Preserved 3 Years, 29 C.F.R. § 516.5 (2024).
The Purdue Global HR420 Unit 10 instructions
The closing HR420 assignment turns the employment exposures your organization faces into a ranked plan of work. Explain how you score likelihood and severity and how the scores set the rank. Build a register in which each exposure has its scores, a preventive step, an owner, evidence that the step happened and a review date. Flag any exposure whose severity deserves attention despite a middle score. Explain why claims arise, using research on how employees decide to pursue them. Set documentation and retention rules tied to the regulations that require them. Explain what employment practices liability insurance would and would not cover. Close with a short dashboard of indicators and when the plan is reviewed. About six pages built around the risk register is common for this final plan.
How this HR420 Unit 10 example is built
The sample explains its one-to-five scoring and thresholds. Nine exposures follow in rank order, from misclassification and tips at 20 to age-related hiring notes at 8, each with a step, owner, evidence and review date. A margin note explains keeping bargaining conduct in view, and the highlighted sentence explains why repeating exposures rank first. Goldman and Dunford and Devine show how perceived unfairness drives claims. Retention periods are tied to the payroll and personnel record rules, with a margin note. An insurance section notes that wage and hour claims are typically excluded, and a four-indicator dashboard closes the plan.
HR420 Unit 10 rubric: what earns full points
HR420 instructors grade the risk plan on method, completeness and follow-through. Scoring should be explained so a reader can check it. Each exposure in the register needs a preventive step, an owner, evidence and a review date. Flagging severe risks that score in the middle shows judgment about the method's limits. Research on why claims arise connects law to employee experience. Retention rules should cite the regulations that require them. An accurate account of insurance coverage and exclusions shows practical knowledge. A dashboard with clear indicators and a review schedule makes the plan usable. The research on claiming and each retention rule should carry APA 7 citations, and the register's scores should be easy to recompute.
HR420 Unit 10 help from the desk
Many HR420 risk plans list legal risks with high, medium and low labels and no method. Others rank risks but assign no owner or date, so nothing happens. Students often trust a multiplied score even when a rare risk is severe. Retention periods are guessed. Insurance is presented as covering everything, including wage claims. Explain your scoring, give every exposure a step, owner, evidence and date, flag severe risks, explain why claims arise, tie retention to rules, describe insurance accurately and add a dashboard. With the earlier units complete, our team can help assemble the plan.
Get an HR420 Unit 10 example written to your instructions
Most versions of the Unit 10 prompt build on earlier cases, so list the ones the term covered and add the rubric. The finished plan scores and ranks each exposure, pairs it with a dated control and an owner, and arrives in 24-48h. A first plan is free. The paper above is an original model document written by our desk, not a submitted student paper and not an official Purdue University Global document.
More HR420 papers and BS in Business Administration (Human Resources) samples
- HR420 Unit 1: Discussion Board Post
- HR420 Unit 2: Employment Law Case Analysis
- HR420 Unit 3: Discrimination Claim Analysis
- HR420 Unit 4: Accommodation Process Memo
- HR420 Unit 5: Wage and Hour Review
- HR420 Unit 6: Workplace Investigation Report
- HR420 Unit 7: Labor Relations Brief
- HR420 Unit 8: Seminar Reflection
- HR420 Unit 9: Supervisor Guidance Document
- HR410 Unit 10: Development Strategy Report
- HR400 Unit 10: Talent Acquisition Strategy
HR420 Unit 10 questions, answered
Why multiply likelihood by severity?
It is a common, simple method that forces a writer to judge each dimension separately before combining them, and it produces a ranking a reader can check. The example defines both scales in words and notes the method's weakness: a rare catastrophic risk can score below a frequent minor one, so it adds a line flagging any risk scored five for severity regardless of rank.
Where can I find a free HR420 Unit 10 sample paper?
A complete HR420 Unit 10 risk management plan is on this page, ranking nine employment exposures at a car wash chain and scheduling a step for each.
Does the plan have to cover every unit of the course?
Not necessarily, but drawing on the exposures earlier units revealed makes the register concrete. Each row here comes from a case analyzed during the term.
Does employment practices insurance cover wage claims?
Typically not, or only in a limited way. It mainly responds to discrimination, harassment, retaliation and wrongful termination claims, which is why wage exposures must be prevented.
Why do repeating exposures rank highest?
A pay practice that is wrong every pay period at every site builds liability with each payroll, so its likelihood is near certain and its cost keeps growing until it is fixed.