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10th Edition
ISBN: 9781337605656
Author: CROSS
Publisher: CENGAGE L
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Chapter 22, Problem 3CT
Summary Introduction
Case summary:The company SNH works on providing employers with temporary and long-term employees. The company SNH provides its services to RL, a company that works to fill the order of books from other businesses. The company RL hired pickers and stockers who perform the work of selecting books to place in the box and bring the box to pickers so that the books can be placed. A person AV who is an on-site manager for SNH fired a stocker on the ground of the attitude of the employee. Persons OG, GB, and other pickers complained that the decision was not fair. The person AV told OG, GB, and other persons that he can send all of them home. GB told others that they should stand against injustice. The person GB was asked to leave to which she protested but left. GB was informed that she does not need to return. GB filed an
To find: The other remedies which are available in the case.
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Activity 1: True or False
1. Good employee relations are attained by maintaining fairness in its compensation system.
2. Salary packaging is an instance where an employee negotiates wages for some other form of benefit.
3. Employees have social security protection from perils of disability, sickness, maternity, old age, death, and other contingencies during their employment which may result in loss of income or financial burden.
4. Miscarriage and emergency termination of pregnancy entitle a female employee to a 105-day leave with pay.
5. An employee who worked on a double holiday, say Araw ng Kagitingan and Maundy Thursday, will receive 200% of its daily wage on the said day
Henry has worked for N 49,a small manufacturer of transistors, as a production supervisor for 15 years.
He is 42 years old and the oldest member of the young workforce. He is also the only member of the production team paid a regular salary rather than an hourly wage, and the only one with a non competition agreement which restricts him from working for any other electronics component manufacturer in the province for five years following termination of his employment. With N 49 except as a result of a layoff. Due to COVID-19 and is a part of a
the other production workers be reduced to six hour shifts but to be on call, including weekends, without any extra pay if there is a demand spike. Henry explained to his boss Ted that he couldn't follow this plan as it would require him to be available on the weekends when he must be available to look after his young children so that his wife Haley can go on her shifts as an emergency medical service. Dispatcher N 49 is not…
Henry has worked for N 49,a small manufacturer of transistors, as a production supervisor for 15 years.
He is 42 years old and the oldest member of the young workforce. He is also the only member of the production team paid a regular salary rather than an hourly wage, and the only one with a non competition agreement which restricts him from working for any other electronics component manufacturer in the province for five years following termination of his employment. With N 49 except as a result of a layoff. Due to COVID-19 and is a part of a
the other production workers be reduced to six hour shifts but to be on call, including weekends, without any extra pay if there is a demand spike. Henry explained to his boss Ted that he couldn't follow this plan as it would require him to be available on the weekends when he must be available to look after his young children so that his wife Haley can go on her shifts as an emergency medical service. Dispatcher N 49 is not…
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