Handelman,
Handelman,
Can the Ms. Granbury claim illegal discharge from her employment through a citation of breach of an implied contract?…
Employer may feel useless during the establishment of union but there are things that they can do to minimize a union from forming within their organization.…
According to the employment-at-will doctrine, all employees have the right to quit their position for whatever reasons and, on the other hand, employers have the right to terminate their employees for whatever reason (Halbert & Ingulli, 2012, p.49). The State of Georgia is considered to be a work to right state, meaning that employees have the right to leave their position without giving out a notice. Employers can eliminate an employee from a position without giving a notice according to Georgia law (Reuters, 2014).…
1. Workers’ Compensation. Angus, as a condition of his employment, lived in a mobile home owned by his employer, Deff Industries. The mobile home was located on the grounds of Deff’s plant and was purchased by Deff to house the Angus family because it wanted Angus to “maintain a constant presence on the premises.” Although Angus ordinarily worked out of an office located in a different building, the mobile home had a telephone, so Angus would be able to contact company drivers and customers as needed. One day, Angus returned to the mobile home and awaited the arrival of a truck on company business. About fifteen minutes after Angus had arrived at the…
Facts: This is a Title VII action alleging harassment based on national origin and religion. The facts are set forth in the light most favorable to Rafiq. On May 11, 2001, Mohommed Rafiq was hired as a car salesman. Rafiq was born in India and is a practicing Muslim. The alleged harassment began on September 11, 2001. When he arrived for work that afternoon, his co-workers were watching news coverage of the terrorist attacks and one of them asked him in a mocking way, "Where have you been?", as if to infer that he had participated in the attacks.…
This paper will summarize the employment-at-will doctrine and evaluate eight (8) scenarios. In the scenarios, I will determine whether the employee can be fired for certain actions and what action should be taken to limit liability on operations. I will specify each theory that best supports my decision. I will also decide whether or not to adopt a whistleblower policy. I will also include three (3) fundamental items that should be included in the policy.…
With the changing economy it is important that Holland Enterprises improves their benefits and compensation plans for their employees. Holland Enterprises employs 3,500 employees, but since 2007 has lost 25% of its staff. Exit interviews indicate the primary reason a majority of these employees have resigned is because of a compensation and benefit system that is perceived to be unfair and uncompetitive in the marketplace. The reason why an analysis must be done is to attract and to retain employees. This paper will include the current status of Holland Enterprises benefit programs that will include compensation and benefit philosophy, pay structure architecture (pay grades, pay ranges, and pay width), ratio of base pay to incentive (bonus) pay, emphases on external equity or internal equity, principle type of benefits, and how effective compensation and benefit system contributes to organizational effectiveness.…
The FMLA is intended to assist employee stability his or her family and work responsibilities by allowing the employee to take logical unsettled paid leave for specified medical and family reasons. The FMLA looks to contain the lawful safety of employers and support the equal employment opportunity for women and men.…
1. Beief description of the situation.Christina Elwell was the national sales director for Google in 2003. In April 2004 she informed her supervisor, Timothy Armstrong, that she bad become pregneat with quadruplets. By May she felt she was being discriminated against and filed a lawsuit with the US district court in New York. She felt this way due to the following instances:According to the lawsuit Armstrong was concerned about Elwells ability to travel due to the complications with the pregnancy. That May he allegedly showed Elwell an organizational chart where her position was deleted. He then asked her to accept another position in the operations department. Elwell…
David A. Robinson does an excellent job of explaining discrimination in the work force. In the introduction David A. Robinson gives us the acronym REGARDS and it stands for race, ethnicity, gender, age, religion, disability, and sexual orientation. (Page2) In his introduction he explains very well what he will discuss in the book. He also simplifies the Employment Discrimination Law with 3 characteristic points. “1) The person cannot change (or would have considerable difficulty changing), 2) do not affect the person’s job performance, and 3) some employers dislike.” (Page 5) For a short book he does a great job in the introduction telling you the things he will discuss in the book. One of the negative things I seen in the introduction was…
The Epmloyee Free Choice Act has been a hot topic within the past few years. It has been pushed through congress several times, with hopes to change the way unions get organized. Within the next few pages, this paper will describe what a union is and how it is started, what the Employee Free Choice Act entails, how it will change our system, and the arguements for and against passing this bill. The EFCA is a system that will protect employee rights and break the bad habit of unfair union elections that our legal system has allowed throughout the years.…
A great sales team and the right compensation plan to keep sales people motivated is critical to helping business grow and prosper (Daniel, 2008). InterClean will create a new compensation plan and the goal is to reward sales success while motivating increased sales performance and providing a competitive, yet affordable reward levels. Rewards bridge the gap between organizational objectives and individual expectations and aspirations. To be effective, the new reward system will provide (1) a sufficient level of rewards to fulfill basic needs, (2) equity with external labour market, (3) equity within the organization, and (4) treatment of each member of the organization in terms of his or her individual needs (Casio, 2005). The compensation plan will be tied to the company`s strategic mission which means that a combination of merit system (designed to tie pay increases to each employee`s level of performance) and incentive system (designed to provide additional rewards to top performers) will be used. The broad objective of the design of this compensation strategy (i.e., financial and non-financial compensation) is to integrate salary and benefits into a package that will encourage the achievement of the organization`s objective (Casio, 2005). The new rewards package will consist of two components:…
The Equal Pay Act law makes it illegal to pay different wages to men and women if they perform equal work in the same workplace. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit (EEOC, 2014) The Age Discrimination law protects people who are 40 or older from discrimination because of age. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit (EEOC, 2014). The Civil Rights law makes it illegal to discriminate against someone on the basis of race, color, religion, national origin, or sex. The law also makes it illegal to retaliate against a person because the person complained…
Employee benefits could possibly be one of the most important factors that employees look at when deciding on a place of employment. As employers are not legally required to grant all benefits, some voluntarily grant legally not required benefit as a way of differentiating their organization from their competitors. Because of the many forces that must be weighed and kept in balance for a benefits program to succeed, benefit program should be compatible with the organizations strategic compensation plan. Employee benefits can be important to both organization and employees. It could be assumed that organizations use benefit programs as of way of attracting and retaining talent. Also, it could be possible that benefit plans are important to employees as well for reasons such as balancing work-life or a sense of security.…
Staff should be able to voice concerns internally in a responsible and effective manner. Staff should be the first point of contact to consider to raise any concerns. A whistleblower policy reinforces the value placed on the staff to be honest and respected members of their professions. Reporting provides a way of addressing bona fide concerns that employees might have. The protection of all staff from victimization, harassment, or disciplinary action as a result of a disclosure. The disclosure is made in good faith and is not made to intend harm or for personal gain.…