UTMOST ELECTRONICS Utmost Electronics Est. P.O.Box: 115087 Dubai UAE Tel. (general info): +971 4 3275507 Tel. (sales): +971 4 3275507 Tel. (after sales service): +971 4 3477674 Fax: +971 4 3275503 Website: www.almoayyed.com E-mail (general info): ashameer@ykalmoayyed.ae E-mail (sales): sraj@ykalmoayyed.ae E-mail (after sales service): sheriff@ykalmoayyed.ae SEED BIN NASSER AL HASHAR LLC. Muscat Sultanate of Oman Tel. (general info): 00968 24700571 Tel. (sales): 00968 24706004
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dismissed on several grounds. First‚ Coleman was not acting within the course and scope of his employment by drinking and blowing a ball of fire. Secondly‚ an employer is not responsible for the criminal actions of its employee as that is an intervening cause that the employer cannot control. As for the wrongful termination claim of Coleman‚ it should not be sustainable because wrongful termination must be based on discrimination because of race‚ sex‚ age‚ disability or religion under Title VII
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TO: Professor FROM: Chantay Stanley DATE: May 7‚ 2013 RE: Attired v. New Mexico Employment Security Board (2010) INTRODUCTION While working at Biddy’s‚ Ms. Attired got a tattoo‚ which was not covered by her uniform. Biddy Baker‚ her employer‚ did not approve of Ms. Attired’s tattoo and gave her the ultimatum to remove the tattoo or lose her job. Ms. Attired chose not to remove her tattoo and was fired. Ms. Attired was then disapproved for unemployment benefits because she was fired for misconduct
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relation to your professional service in Singapore or in any other country? *Yes/No 9. Have you been in the employment of the Singapore Civil Service before? If yes‚ please complete Questions 10 and 11 below. *Yes/No 10. Which Ministry/Department were you last with before you left the Singapore Civil Service? _____________________________ 11. Why did you leave the employment of the Singapore Civil Service? a. Normal resignation b. Resignation under Special Resignation Scheme c. Resignation
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Formative Assessment Activities HRM/546 Formative Assessment Activities Employment-At-Will is a concept that this student has had to explain numerous times in her career. Many employees in “at will” states believe they have no rights to question their termination when it is wrongfully executed. This leads to fear from the employees. Worse there are employers who believe the “at will” laws still allow them to fire or layoff at any time for any reason. In order to better understand this concept
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Unemployment Compensation Claim. Facts: July 2010‚ Ms. Natalie Attired filed and was denied unemployment compensation benefits on the grounds of “misconduct”. May 2009‚ Ms. Attired began employment with Biddy’s Tea House where she received work performance evaluation every 3 months during her time of employment. Ms. Attired received a total of four evaluations (attached)‚ which showed constant improvement with no reprimands. June 2010‚ Ms. Attired purchased a full-sleeve tattoo (photo attached)
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Introduction Employee discipline is the concepts that go hand-inhand in the area of human resource management. Employee discipline mean Employee performance and behaviour is expected to contribute toward the achievement of the organization ’s goals and objectives. When an employee ’s performance or behaviour is unsatisfactory‚ corrective action must be taken. Corrective action will follow the process of progressive discipline when the situation is a result of inappropriate behaviour or
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ADEA prohibits employers from discriminating against employee due to their age (Cavico & Mujtaba‚ 2011). This includes but is not limited to discrimination in hiring‚ termination‚ and salary. Oftentimes age discrimination is not in the form of direct intentional actions. When an employee decides to pursue legal action the plaintiff has the burden of proving adverse action (Walsh‚ 2013). The director in this case has the requirement to prove prima facie in order to have a chance of winning this case
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Dana White Professor Sharon Bell IBA 540‚ 541‚ 543 31 January 2013 Separation Techniques- The Process of Discharging Employees The separation process is one that is very stressful to all parties involved. Because this process is one that‚ unfortunately‚ has to be done‚ it is very important that companies have a structured separation plan. The separation decision should not be held solely to the discretion of managers or supervisors. “Policies that can lead to employee separation should be based
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employer as physically fit to serve the employer ; Mohsen Jute Mills Ltd vs Labour Court ‚ Khulna (1999) 4 BLC (AD) 172 23. Punishment for conviction and misconduct: (1) Notwithstanding anything regarding lay-off‚ retrenchment‚ discharge and termination of service as provided elsewhere in this Act‚ a worker may be dismissed without prior notice or pay in lieu thereof if he is- (a) convicted for any criminal offence; or (b) he is found guilty of misconduct under section 24. (2) Any worker
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