ocfi/6/234[%3Bvnd.vst.idref%3Dvst-77445a3b-5a66-45fe-a610-7cfdaf546474]!/4/6[b443bcd6-f3e8...Mini Case StudyDiscussion QuestionsHousekeeping employees in your hotel have filed a grievance against you. They say that your hotel failed to abideby the conditions outlined in your collective bargaining agreement with their union. According to the employees,the housekeeping supervisor has under-scheduled personnel in her department so that she and her assistant canmake up the rooms themselves-thereby saving the department money. Employees filed a "performance ofbargaining unit work" grievance asserting that the manager was taking away their work and attempting toeliminate their jobs.Q Search71. Do the employees in this work unit have a legitimate grievance?Next Questionf80/9*8LONEf9Print(9f1002BUTLET3f11e>f12SIA+A"Prt Sc/Impr.éct109-SN 015Del/Suppr.InsertDefil.Q AA作面ENGUS117+/1411

Collective bargaining agreements (CBAs) are employment-related contracts between labor unions and…

Answered: Housekeeping employees in your hotel…

Understanding Business

12th Edition

ISBN:9781259929434

Author:William Nickels

Publisher:William Nickels

Chapter1: Taking Risks And Making Profits Within The Dynamic Business Environment

Section: Chapter Questions

Problem 1CE

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An employer under the union contract has the right to demand a back to work slip from a doctor to allow an employee back to work after three days absence. The employee brings a slip from his doctor dated the morning before his return to work saying, “This employee is physically able to return to work. Discuss whether the employee has met his obligation.
n employee was terminated for smoking in a no smoking area. The union claimed that he should be reinstated because the company failed to follow due rocess procedures. When the company and the union could not agree, this case was referred to arbitration and the arbitrator ruled in favor of the employee. How should the company respond? our Response The company should reinstate the employee and follow due process in the future. The company should appeal the case to the district court. The company should request a hearing by a three-member panel of administrative law judges. The company should appeal the case to the NLRB. Feedback
When OTES developed its first online application for university math courses, BD sued both OES and Gone. BD contends that Gone has breached his covenant not to compete, because he is engaging in a competitive business in online learning resources in university-level math and science and that he has proprietary information regarding the development of science and math tutorial programs. BD further contends that OTES is engaging in tortious interference with contract. BD is Gone and OTES deny the claims, and state that Gone has not violated his employment agreement, because they are not engaging in a competitive business with BD. The law in Georgia was recently amended to include the following provisions: A covenant not to compete must be reasonable in terms of time, geographical area, and prohibited activities. A time period longer than 2 years is presumed to be unenforceable. The courts are permitted to blue-pencil (or reform) covenants that are otherwise unenforceable.…
Lend Co. discovered that one of its employees, Dana, is an alcoholic. Her manager realized that Dana's alcoholism must be the reason for her absenteeism. To help Dana overcome her alcoholiśm, the employer provided her with counseling services and also asked her to make a firm choice between treatment and discipline. Lend Co. also offered outpatient treatment, and Dana participated in the program without success. When all of these efforts failed, Lend Co. offered to provide inpatient treatment, and Dana refused. Lend Co. fired Dana. According to the courts: O A. Dana has a valid claim under the Americans with Disabilities Act because she willingly participated in the outpatient treatment, even though it did not produce positive results. O B. Lend Co. is not liable under the Americans with Disabilities Act because it offered a reasonable accommodation, and Dana refused. O C. Lend Co, is liable under the Americans with Disabilities Act because it failed to offer Dana time off from…
Bob, an engineer, is a new employee at Airbag Industries, which specializes in manufacturing automotive airbags. Before his employment, Bob is required to sign various documents indicating that he would have access to confidential information related to Airbag Industries' business practices, customer lists, and other information that must remain confidential. It further provided that any new developments created by Bob would be the property of Airbag Industries. Further, it provided that if Bob left the company he could not compete against the company in the United States for 10 years. Bob leaves three years later to set up his own airbag company. Explain why protecting their intellectual property is important to Airbag Industries. What intellectual property issues are involved in this scenario?
Under what circumstances should a principal (employer) be responsible for the torts committed by an agent (employee)? If an agent injures a third party during the course of employment, to what extent should the employer be held liable? Under what circumstances should the agent be held personally liable? Provide an example to illustrate your opinion. What ethical considerations underlie the doctrine of respondeat superior?
In partnership with American Express, Porter Cable requests that all employees at the rank of supervisor and above apply for a corporate credit card to be used for pay for travel, training and similar expenses. Ima Krimnel, the manager of the distribution center, was issued a corporate card and used it to take her husband to Hawaii for their 20th wedding anniversary. If Krimnel does not pay the charges, is Porter Cable liable? Why or why not?
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A group of employees has gone on strike against their employer after an impasse in contract negotiations has been reached. The employees went on strike in order to support their position in negotiations for higher wages. Right after the strike began, management decided to fire two employees who were viewed as pushing the employees to approve the strike. The management then hired permanent strike replacements for the remainder of the workers. What type of strike is this and why? Based on this, was the employer's decision to hire permanent replacements legal or illegal, and why?
Title VII requires that employers make reasonable accommodations for employees' OR applicants' religious beliefs that do not cause undue hardship. how frequent do you think requests for religious accommodations are?
How could an employer create an “implied fact term”?If these policies are not followed, can a breach of the contract be generated?
Economy Forms Corp. sold concrete-forming equipment to Kandy. After using the equipment for more than six months, Kandy notified Economy that the equipment was inadequate. Economy Forms alleged that Kandy had accepted the goods. Kandy denied liability. Was there an acceptance? Why or why not?

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