Management shouldn’t discriminate with regard to hiring or tenure or conditions of employment. Meredith
Management shouldn’t discriminate with regard to hiring or tenure or conditions of employment. Meredith
Chamber of Commerce officials confirmed the Citizen of the Year portrait of Judge Brenda Weaver was found outside near their office, after it was reported stolen on July 18.…
Chuckles to include supervisor documentation, the impact of the victim, and union relations in which the bargaining agreement is very specific about a zero tolerance policy on harassment to include an immediate termination clause. Management was also very conscientious about notifying the union of the breach in work rules in the union bargaining agreement. The union steward was immediately notified of the termination.…
After reading the case study over Peggy Isaac I believe that Ms. Isaac is suffering from a generalized anxiety disorder (GAD). Generalized anxiety disorder according to the textbook is characterized by a nearly constant state of worry and apprehension about a wide variety of events or activities, over a 6-month period. According to the case study, Ms. Isaac describes herself as “always on edge” and is described has uncharacteristically tense and fatigued, and has problems focusing since her breakup with her boyfriend 8 months ago. Furthermore, she developed acute anxiety not being able to leave her apartment nor go the store after 3 months after her breakup.…
However, as Georgia is a work to right state, I can refuse to terminate his secretary on the grounds of Covenant-of-good-faith exception and fair dealing which represents the most significant departure from the traditional employment-at-will doctrine. It has been interpreted to mean either that employer’s personnel decisions are subject to a “just cause” standard or that terminations made in bad faith or motivated by malice are prohibited (Muhi, 2001). The supervisor’s secretary will keep her position in the company and I will terminate the supervisor for stealing from the company and making false expense…
Jane Jones had advertised in the Yellow Pages that she was able to provide representation in uncontested divorces, wills and estates, as well as other services. It is outside the paralegal’s scope of practice to deal with matters involving wills or family law, including divorce. This was a direct violation of the Paralegal Rules of Conduct, “A paralegal shall not advertise services that are beyond the permissible scope of practice of a paralegal” (Rule 8.02(3). As a paralegal, it would be important for Jane Jones to avoid misleading any potential clients so that they do not assume that she is a lawyer. Jane Jones’ business name would have also been a violation of rule 8.03 (1) and (2). “(1) In this Rule, "marketing" includes…
Relevant Points & Blurbs relating to whether a Superintendent can be terminated from his/her position (outside of tenure charges)…
In the state of Michigan if Carla Washburn is licensed as a Kinship Foster Care Provider she can receive financial benefits. The home must first be inspected for health conditions, space, and safety regulations. If Carla passes the inspection she receive:…
Maeve Carney will be absent sick today 2/22. She has a doctor appointment today doctor said there is strep and flu going around. I have emailed her teacher to send work needing done home with brother. If you have any questions I can be reached at (972)621-1625…
Janna Sharp: You provided great examples between the state health departments and local health departments; both departments provide certain, but very important services for individuals. The state health departments are responsible for providing classes such as rehab, drug abuse, and better living conditions. Great statement when you stated, “State health departments are responsible for disease surveillance, state laboratory services, responding to public health emergencies, population based prevention services, regulation of health care providers, environmental health, and finally, technical assistance and training.” Do you think there is anything else that the local health departments can do for individuals to provide any other medical assistance?…
A common view is that employers are of the opinion that unions are infringing on their management rights and authority. The union imposes restrictions on employee promotions, how work is to be completed, how the work is categorized, and who does the work. However, the doctrine of residual rights specifies that everything that has not been explicitly included within the collective agreement remains under management’s exclusive authority. If any of the above items are not a part of the collective bargaining process, the employer remains in the better position should the status quo continue. The only limits placed on managerial authority are the limits that management has agreed to during the process of collective bargaining. As an example, it would be at the employer’s discretion to have employees wear a “rainbow wig and red shoes” if a dress code has not been written into the collective agreement and laws have not been violated.…
A trade union rep can help employees in the work place with regards to problems with management, if there’s a problem in the work place you can seek help from a union rep to if management don’t take notice of the employee they can also be present at an employee…
In this paper we will discuss two example which supervisors should avoid to prevent violations of the NRLA. The National Labor Relations Act (NLRA) was create to standardize labor management, ensure fair labor practices, and conduct hearings. It attempts to provide equality for employees to decrease conflicts in organization. The NLRB's primary activities include conducting elections to determine whether or not employees want union representation; investigating and remedying unfair labor practices by employers and unions. (NRLB).…
“A union attempts to organize the employees of an employer and to get the employer to recognize it as the employees’ bargaining representative; (2) a union seeks to negotiate a collective bargaining agreement with an employer; or (3) a union and employer disagree on the interpretation and application of an existing contract between the two. Within these three situations, specific rules have been created to deal with rights of employees and employers.” (Labor Law, 2005)…
Employer campaign tactics start with four key factors that determine voting decisions. These factors are job dissatisfaction, union instrumentality, general union attitudes and collective social identity. Employers try to provide information to employees consisting of pro-company, anti-union information. Employers use many tactics during their campaign process to attempt to get their workers to avoid joining a union. Some of these include sending out letters or email messages with negative aspects of the union organization, or supervisors meeting with employees individually or in small groups. Another tactic that works to the advantage of employers is utilizing its private property rights to prohibit outside organizations from entering the workplace and interacting with their workers. A drawback to that tactic is that they have to maintain the rule for all organizations, and not just unions. One of the more common tactics is the captive audience meeting. This is typically a group meeting held in the workplace during work hours, where employees listen to management describe their antiunion and pro-company presentations. These meetings are completely legal as long as they are not within 24 hours of an election. Employers need to be careful not to cross lines in regards to their tactics. Some of them can be considered illegal if they are overly…
Mary Barnett, the mother of a six month old daughter, left for San Francisco to see her fiancé. Leaving her daughter behind, she returned seven days later to find her child dead. After calling the police and telling them she left the child with a baby sitter, she later told them this was not true and that she left the daughter on purpose knowing the consequences. A trial was then conducted to determine if she would be convicted of second degree murder and be sentenced to 18 years. The witnesses and information they provided was laid before me and I am to determine with the evidence presented whether Mary Barnett is rightfully guilty or not guilty.…