Do you think that is important for Carter Cleaning Company to have a formal grievance process? Why or why not?
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- Choices: For the Employer, For the worker/employee, or for another person. 1. Comply with occupational safety and health standards including training, medical examination, and where the necessary provision of protective and safety devices. 2. Comply with the provision of this R.A. 110591 and in any regulations issued by the secretary of labor and employment. 3. Provide where necessary, for measure to deal with emergencies and accidents including first aid arrangements.Nicole, the general manager, decided that one of her first priorities should be to write job descriptions for her store managers. During Nicole's first few weeks on the job, one of her bosses, Jet, asked her, "Why are you breaking what I know to be part of the corporate standards and procedures?" Jet simply said that he was uninformed of the policy and that it was not a necessity of his position. Nicole realized that by using a job description, a set of criteria, and procedures that specified what needed to be done and how to execute it, the problem could be significantly minimized. Specify what Nicole has to do to fix this problem.Directions: Identify whose duties or rights are the following. Choose among the employer, employee or other person. Write A if it's for the Employer, B, if it is for the Worker/Employee, or C it it is for another person. 1. Comply with Occupational Safety Health Standards including training, medical examination and where necessary provision of protective and safety devices. 2. Comply with the provision of this R.A. 110581 and in any regulations issued by the Secretary of Labor and Employment. 3. Provide where necessary, for measure to deal with emergencies and accidents including first aid arrangements. 4. They shall have the right to report accidents, dangerous occurrences, and hazards to the people concerned. 5. The right to safety and health at work shall be guaranteed.
- Is Nurse Jones' disclosure to Paris Lights of Terrence's condition permitted and required by stateor federal law?Donald Wright worked for 15 years as a snack bar cashier for the Sports Arena managed by Stanley Harper’s company. Donald had twice won the company’s “Employee of the Year” award, and Stanley considered Donald a valued and trusted employee who had, on many occasions, performed above and beyond the call of duty. Stanley was surprised when newly installed video surveillance equipment confirmed that Donald, despite rules against it, had, on several occasions, given free food and beverages to friends of his who had visited the arena. Do you believe an employee caught defrauding his/her employer should ever be given a second chance? If so, under what circumstances?Evaluate 2 medical leave benefits that are offered by the organization to its employees. Explain the advantages or disadvantage of each benefit. Which law favors employee medical benefits?
- 18.6 Independent Contractor Yvonne Sanchez borrowed money from MBank to purchase an automobile. She gave MBank a security interest in the vehicle as collateral to secure the loan. When Sanchez defaulted on the loan, MBank hired El Paso Recovery Service, an independent contractor, to repossess the automobile. The two men from El Paso who were dispatched to Sanchez’s house found the car parked in the driveway and hooked it to a tow truck. Sanchez approached them and demanded that they cease their efforts and leave the premises, but the men nonetheless continued with the repossession. Before the men could tow the automobile into the street, Sanchez jumped into the car, locked the doors, and refused to leave. The men towed the car at a high rate of speed to the repossession yard. They parked the car in the fenced repossession yard, with Sanchez inside, and padlocked the gate. Sanchez was left in the repossession lot with a Doberman Pinscher guard dog loose in the yard. Later, she was…On or about 10th September 2018, as a member of the academic staff of a Caribbean University byyour collective verbal statements, you caused personal discomfort of a sexual nature to a student,after offering her a lift/ride to a restaurant down town to buy something to eat, then asking: “doyou have your visa” and “do you have a boyfriend” and by stating that she is a “very beautiful girl”and you did not want anyone to “spoil her” and that you wanted to take her for lunch sometime andthat she was “very beautiful”. On or about 10 September 2018, whilst offering the young lady the lift /ride as described above,you misconducted yourself as a member of the academic staff of the University by touching herwithout her consent in a sexual manner by caressing her right knee with your left hand, causing herto push away your hand. A few weeks later, the lecturer sent pictures of himself to the named student without her consentand sent videos and pictures of himself from his personal cell phone…assume that employees at Company Y have engaged in a strike thier employer is mot happy ans has dismissed all the striking employees. Advise the employees on the requirements for both substantive and procedural fairness for dismissals
- Mohamed Arafi, a naturalized U.S. citizen from Morocco, works as a valet dry cleaner for the Mandarin Oriental Hotel in Washington, D.C. In December 2010, a supervisor allegedly prohibited Arab or Muslim workers from going on floors occupied by a delegation of Israeli diplomats. The supervisor allegedly told Arafi, “You know how the Israelis are with Arabs and Muslims.” Arafi says he complied with his supervisor’s instructions but consequently lost out on tips. He subsequently complained to another supervisor and the hotel’s director of human resources. Arafi says his work hours were cut, and that his colleagues said demeaning things about Muslims to him after the incident became known to them. Arafi brought suit under Title VII, alleging disparate treatment resulting in an adverse employment action (the loss of tips), as well as retaliation. The Mandarin Hotel claimed a national security exemption. Would either of Arafi’s claims be successful? Would the Hotel’s? [Arafi v. Mandarin…Answer the question below. thank you. 4. Michelle was walking through Target. She was looking at DVDs and without realizing it she placed theDVD in her purse. Paul watched her do it and stopped her before she walked to the door. He took herto the backroom and left her there for 4 hours. He took away her cell phone and didn’t check on her.Do you see any torts? If so which ones? What are the facts?5. Paul and Sara have been married for ten years. They got in a big fight and Sara wanted to leave. Paultold Sara if she leaves then he would take her favorite cat statutes and destroy them. Sara collectedthese statutes for over 15 years. Do you see any torts? If so which ones? What are the facts?6. Bob is driving and suddenly has an unexpected heart attack causing him to run over a student crossingthe street breaking the student's leg in the process. Do you see any torts? If so which ones? What arethe facts?7. Rafi is just about to sit in his chair. Sara says, “HaHa!” and pulls the chair out…Last Chance Agreement Versus Just Cause–Progressive Discipline CASE STUDY 12-2 Background On March 27, 1998, the Company, the Union, and Mr. Danny Webb, the Grievant, entered into and signed the following Agreement: Without precedent, the Company, the Union, and Mr. Danny Webb agree to the following: 1. Mr. Webb has reached the discharge step for progressive discipline under Category ‘‘B’’ rules. He is, hereby, given a final opportunity to save his job by compliance with conditions set forth in this agreement. CHAPTER 12: EMPLOYEE DISCIPLINE 557 2. There will be a suspension from 3/27/98 to 4/20/98. Mr. Webb will return to work the week of 4/20/98. 3. There will be a probationary period of 18 months, which will expire September 27, 1999. 4. The violation of any plant rule during the probationary period will result in immediate discharge. 5. Any absence of scheduled work time, including tardiness, during the probationary period will result in immediate…