Class_5_facts_and_grievance_1.doc
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This document describes a disciplinary meeting between a manager and an employee (Jen) along with her shop steward. The manager played a tape of a recent customer call where Jen's words and tone were deemed rude. As a result, Jen received a one-day suspension and was told she must be more polite to customers going forward. The shop steward is asked to draft a grievance in response to Jen's suspension.
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Assignment 2 of 2.pdf
This document contains two grievances and responses regarding employee suspensions. The first grievance is about an employee, Jen, who was suspended for one day without a written explanation for rude behavior during a customer call. The shop steward argues this suspension is unjust. The second grievance is about an employee, Melissa, who was suspended for one day without pay for missing work without excuse or notification after previous warnings. The labor relations specialist denies this grievance citing provisions allowing suspension in the collective agreement.
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This document discusses grievance handling in the workplace. It defines a grievance as a type of discontent expressed by an employee, which arises from issues related to their job, wages, benefits, or perceived unfair treatment. Grievances can stem from managerial conditions, working conditions, or personal factors. The grievance procedure provides a formal process for employees to raise issues, starting with their direct supervisor and potentially escalating through multiple stages. An effective grievance handling process must be fair, clearly defined, and resolve issues promptly to improve employee morale and productivity.
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I dont want word counting just complete the question.Review the.docx
I don't want word counting just complete the question.
Review the 10 cases presented for consideration in Question 2 (letters a - j) of the Chapter-End Questions in Chapter 2 (pp. 80-81 of the eBook).
For your first post, prepare a detailed response for one of the ten scenarios, explaining your conclusion regarding whether the scenario constitutes a violation of public policy or a breach of a covenant of good faith and fair dealing. Support your conclusion with legal analysis and reasoning. Explain whether any of the scenarios give rise to potential employer liability and what steps should have been taken to avoid the exposure. Then, comment and expand on the posts of the other class members.
a.
A female child care worker alleges that she was unlawfully terminated from her position as the director of a child care facility after continually refusing to make staff cuts. The staff cuts she was asked to make resulted in violation of state regulations governing the minimum ratios betweens staff and child. After the employee was terminated, the employer’s child care center was in violation of the staff-to-child ratio. [
Jasper v. H. Nizam, Inc.
, 764 N.W.2d 751, 2009 Iowa Sup.]
b.
A
machine operator employee with a major depressive disorder intermittently takes leaves under the Family and Medical Leave Act, resulting in alleged harassment by her employer surrounding her FMLA usage as well as a transfer to various difficult machines after her return from leave. Two months after her last FMLA leave, she is terminated for “improper phone usage.” [
Hite v. Vermeer Mfg. Co.
, 361 F. Supp. 2d 935 (S.D. Iowa, 2005).]
c.
A
nurse is asked by her employer to sign a backdated Medicare form. She refuses and is terminated that day. As a health care provider, she is required to complete that particular form. [
Callantine v. Staff Builders, Inc.
, 271 F.3d 1124 (8th Cir. 2001).]
d.
A
legal secretary to a county commissioner is terminated because of her political beliefs. [
Armour
v.
County of Beaver
, 271 F3d 417 (3d Cir. 2001).]
e.
A
teacher under contract is terminated after insisting that his superiors report a situation where a student was being physically abused. The teacher refused to commit an illegal act of not reporting the suspected abuse to family services. [
Keveney v. Missouri Military Academy
, 304 S.W.3d 98 (MO 2010).]
80 81
f.
A recent college graduate found a job with an office supply company as a reverse logistics analyst. Soon after being hired, he found that some practices within the department could be deemed unlawful and unethical. Three specific types of practices were written up in a formal complaint to his supervisor: (1) the issuing of monetary credits to customers without proper documentation, thus overpaying customers without returned goods; (2) the department’s knowingly withholding from contract customers by underissuing credits over $25; and (3) the canceling and reissuing of pickup orders that could allow courie.
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Assignment 2 of 2.pdf
This document contains two grievances and responses regarding employee suspensions. The first grievance is about an employee, Jen, who was suspended for one day without a written explanation for rude behavior during a customer call. The shop steward argues this suspension is unjust. The second grievance is about an employee, Melissa, who was suspended for one day without pay for missing work without excuse or notification after previous warnings. The labor relations specialist denies this grievance citing provisions allowing suspension in the collective agreement.
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Independent assessor's opinion to ms udin pnx 3307771-d3s7 27 February 2020
1. The complainant experienced delays and poor communication from the Financial Ombudsman Service in responding to their initial query. Their case was not progressed for over 2 months.
2. While the Service initially assumed the complainant was a consumer when they first contacted the technical help desk, they should have asked more clarifying questions about the complainant's background before referring them elsewhere.
3. The Independent Assessor found failures in how the Service handled the complaint and recommends the Service pay the complainant £150 in compensation. They also identify lessons around asking more probing initial questions and properly handling complaints about service quality.
Cash Flow Seminar
1) The document provides guidance on various aspects of debt recovery, including knowing your customers, setting payment terms, invoicing, chasing payments, and options to consider when payments are not received.
2) It recommends checking customer information, using credit references, and setting clear payment rules. Invoices should include payment terms and statutory language about interest on late payments.
3) When payments are late, the document suggests promptly contacting customers, being assertive, and following up on promises made. It discusses when to use debt recovery companies or legal options like bankruptcy if all else fails to secure payment.
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1) The document provides guidance on various aspects of debt recovery including knowing your customers, setting payment terms, invoicing, chasing payments, and options to consider when payments are not received such as using a debt recovery company or insolvency proceedings.
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How to lose a customer.
The customer provided proof of his no-claims discount (NCD) to his existing insurer when requesting a new motor policy upon retirement. However, the insurer repeatedly rejected the documentation in responses comprised of standardized paragraphs that were difficult to understand and conveyed a threatening rather than helpful tone. Frustrated by the poor communication, the customer cancelled his policy and went elsewhere. The document suggests the insurer could have improved by auditing their standardized responses to use a more customer-friendly tone and clearly explaining documentation requirements to avoid losing business.
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I dont want word counting just complete the question.Review the.docx
I don't want word counting just complete the question.
Review the 10 cases presented for consideration in Question 2 (letters a - j) of the Chapter-End Questions in Chapter 2 (pp. 80-81 of the eBook).
For your first post, prepare a detailed response for one of the ten scenarios, explaining your conclusion regarding whether the scenario constitutes a violation of public policy or a breach of a covenant of good faith and fair dealing. Support your conclusion with legal analysis and reasoning. Explain whether any of the scenarios give rise to potential employer liability and what steps should have been taken to avoid the exposure. Then, comment and expand on the posts of the other class members.
a.
A female child care worker alleges that she was unlawfully terminated from her position as the director of a child care facility after continually refusing to make staff cuts. The staff cuts she was asked to make resulted in violation of state regulations governing the minimum ratios betweens staff and child. After the employee was terminated, the employer’s child care center was in violation of the staff-to-child ratio. [
Jasper v. H. Nizam, Inc.
, 764 N.W.2d 751, 2009 Iowa Sup.]
b.
A
machine operator employee with a major depressive disorder intermittently takes leaves under the Family and Medical Leave Act, resulting in alleged harassment by her employer surrounding her FMLA usage as well as a transfer to various difficult machines after her return from leave. Two months after her last FMLA leave, she is terminated for “improper phone usage.” [
Hite v. Vermeer Mfg. Co.
, 361 F. Supp. 2d 935 (S.D. Iowa, 2005).]
c.
A
nurse is asked by her employer to sign a backdated Medicare form. She refuses and is terminated that day. As a health care provider, she is required to complete that particular form. [
Callantine v. Staff Builders, Inc.
, 271 F.3d 1124 (8th Cir. 2001).]
d.
A
legal secretary to a county commissioner is terminated because of her political beliefs. [
Armour
v.
County of Beaver
, 271 F3d 417 (3d Cir. 2001).]
e.
A
teacher under contract is terminated after insisting that his superiors report a situation where a student was being physically abused. The teacher refused to commit an illegal act of not reporting the suspected abuse to family services. [
Keveney v. Missouri Military Academy
, 304 S.W.3d 98 (MO 2010).]
80 81
f.
A recent college graduate found a job with an office supply company as a reverse logistics analyst. Soon after being hired, he found that some practices within the department could be deemed unlawful and unethical. Three specific types of practices were written up in a formal complaint to his supervisor: (1) the issuing of monetary credits to customers without proper documentation, thus overpaying customers without returned goods; (2) the department’s knowingly withholding from contract customers by underissuing credits over $25; and (3) the canceling and reissuing of pickup orders that could allow courie.
115ExaminationExaminatio.docx
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Cumulative Essay Examination
You must type all of the answers to the examination questions.
Include your name, address, and student number on the top of
the first page of your exam answers. Use the exam number
50040700. Be certain to indicate the proper question number
before each of your answers.
When you’re ready to submit your answers to this exam, go to
http://www.pennfoster.edu, log in as a student, and go to your
My Courses page. Click the Take Exam button next to exam num-
ber 50040700, and attach your answers as a Word document.
Answer each of the following questions in a short composition
of one or two paragraphs. Each answer is worth 8 points.
EXAMINATION NUMBER
50040700
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dispute resolution compared to litigation. If you were enter-
ing into a business contract which would you prefer to see
in the contract? Why?
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with millions of dollars of merchandise stolen each year.
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under their clothes and then attempt to leave the store.
Video cameras in every bathroom and dressing room would
undoubtedly reduce successful shoplifting. Using rights
principles of ethics, what ethical issues are raised by
such action?
Cumulative Essay Examination116
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mother. Unknown to her mother, Sally was pregnant and in labor. She was in extreme
pain when she was admitted to the hospital and was told to just sign the medical
treatment authorization form so she could be treated. Sally delivered a healthy baby,
and both Sally and the baby were released the next day in good health. The hospital
attempted to collect their bill from Sally’s insurance carrier but it only paid a portion of
the costs. The hospital then sued Sally for the balance. Is Sally liable for the balance of
the medical bill? Is Sally’s mother responsible?
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1.0 USING THE THREE-STEP PROCESS FOR WRITING
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Communicating negative news is a fact of life for all business professionals, from rejecting job
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loan, a student may have to postpone plans to graduate on time because now the person has to go
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about how it's going to feed its clients.
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Writing Bad News Messages
Eng 209/WI
Hurley 2
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115ExaminationExaminatio.docx
115
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Cumulative Essay Examination
You must type all of the answers to the examination questions.
Include your name, address, and student number on the top of
the first page of your exam answers. Use the exam number
50040700. Be certain to indicate the proper question number
before each of your answers.
When you’re ready to submit your answers to this exam, go to
http://www.pennfoster.edu, log in as a student, and go to your
My Courses page. Click the Take Exam button next to exam num-
ber 50040700, and attach your answers as a Word document.
Answer each of the following questions in a short composition
of one or two paragraphs. Each answer is worth 8 points.
EXAMINATION NUMBER
50040700
1. Discuss the advantages and disadvantages of alternative
dispute resolution compared to litigation. If you were enter-
ing into a business contract which would you prefer to see
in the contract? Why?
2. Shoplifting is a very serious problem for retail store owners,
with millions of dollars of merchandise stolen each year.
Obviously, some shoplifters put clothing and other items
under their clothes and then attempt to leave the store.
Video cameras in every bathroom and dressing room would
undoubtedly reduce successful shoplifting. Using rights
principles of ethics, what ethical issues are raised by
such action?
Cumulative Essay Examination116
3. Sally, 16 years old and unmarried, went to Hospital of the Good Shepherd with her
mother. Unknown to her mother, Sally was pregnant and in labor. She was in extreme
pain when she was admitted to the hospital and was told to just sign the medical
treatment authorization form so she could be treated. Sally delivered a healthy baby,
and both Sally and the baby were released the next day in good health. The hospital
attempted to collect their bill from Sally’s insurance carrier but it only paid a portion of
the costs. The hospital then sued Sally for the balance. Is Sally liable for the balance of
the medical bill? Is Sally’s mother responsible?
4. In many other countries, contracts aren’t as strictly construed and don’t contain all of
the terms of an agreement as they do in the United States. Often, business people
from other countries complain that U.S. contracts are viewed too formally. Generally,
contract law in the U.S. requires all parties to a contract to continue to perform the
contract even when conditions have changed and make it more difficult for one party
to continue to perform. Do you believe contracts should be more flexible to allow for
changes in the terms of the agreement when conditions change? Or, do you believe the
terms of a contract should be viewed as an absolute irrespective of any change in
conditions? Explain your answer.
5. John is in the process of buying a new house. He looks on the Internet for some
furnishings he believes he will need for the house. He finds exactly what he is looking
for on the shopforit.com website. The webs.
Grievance handling
The document discusses grievance procedures in organizations. It defines a grievance as a type of discontent or dissatisfaction felt by an employee regarding unfair treatment or an issue connected to company operations or policies. Common causes of grievances include issues related to wages, overtime, promotions, working conditions, leadership styles, and personal factors. The document outlines a multi-stage grievance redressal process and strategies for managers to effectively handle grievances while following contractual agreements. Resolving grievances has benefits such as improving employee morale and enabling management to understand employee perspectives.
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The document discusses types of unemployment, including structural unemployment which occurs when an individual's skills no longer match the needs of employers due to technological or industry changes. It provides an example of a woman named Marcelle Beauvoir who lost her job as a secretary due to the transition from typewriters to computers, demonstrating structural unemployment. The document explains that in order for Beauvoir to find new employment, she will need to acquire new computer skills to match the current job market demands.
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The document discusses adjustment letters companies use to respond to customer complaints. It provides examples of positive, neutral, and negative responses. For a positive response, the company accepts responsibility, offers compensation, and assures future improvements. For a neutral response, the company investigates objectively and states why a full adjustment is not possible while leaving the door open. For a negative response, the company explains why it cannot fulfill the customer's request while maintaining a polite tone and offering alternative solutions.
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NS Auto Parts is located in Toronto and has been in business for over 15 years. They have 30 staff members and offer new and used car parts for all vehicles. They are a member of two automotive trade associations. They carry a variety of used tires and batteries at competitive prices.
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Badnews
This document provides guidance on writing effective messages to communicate negative or "bad" news to readers in a business context. It recommends using a three-step indirect approach: 1) opening with a buffer statement to establish rapport before the bad news; 2) providing thorough reasons and explanations to logically lead the reader to accepting the negative outcome; and 3) clearly stating the bad news while de-emphasizing it and focusing on positive implications. The goal is to deliver the necessary information while minimizing damage to the relationship and encouraging acceptance of the unfortunate situation.
Grievance procedure -
The document outlines the grievance process, including:
1) The purpose is to allow employees and management to resolve workplace problems through open communication.
2) Steps include an oral grievance, written grievance, appeal to Employee Relations, and possible arbitration.
3) Management should investigate complaints thoroughly, treat employees fairly, and respond to grievances in a timely manner to prevent issues from escalating.
Listen to your gut, and follow your first Instincts
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The contents of this presentation are for information purposes only and do not constitute legal advice.
If you have any particular concerns or queries, please contact our office for specific advice.
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Direct.Debit.Request
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2. It provides details of the customer's one direct loan account and instructions to debit required loan payments from their bank account.
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This document discusses strategies for writing messages that convey bad news in an indirect manner to maintain goodwill. It presents the general indirect plan, which involves using a strategic buffer at the beginning, then setting up the negative news with an explanatory strategy before presenting it. The bad news should be presented positively and linked to reader benefits. Alternatives or compromises can be offered, and the message should end on a positive note. Specific approaches are described for refused requests, claims, adjustment refusals, and negative announcements. Maintaining a positive tone and considering the recipient's perspective are emphasized throughout.
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Eng 209/WI
Hurley 1
1.0 USING THE THREE-STEP PROCESS FOR WRITING
BAD NEWS MESSAGES
Communicating negative news is a fact of life for all business professionals, from rejecting job
applicants to telling customers that shipments will be late to turning down speaking invitations.
Bad news messages are challenging to write because we know our readers will not be happy to
receive the news. These messages say "no" to the reader:
No, you will not get your loan
No, you aren't being hired
No, you didn't get the scholarship
No, you aren't accepted into the college of business
No, I can't give a donation
No, I can't help you
No.
Bad news means the reader will not be able to accomplish his/her goals. For example, without a
loan, a student may have to postpone plans to graduate on time because now the person has to go
to work to raise the money. The homeless shelter that doesn't get your donation now has to worry
about how it's going to feed its clients.
But news can't always be good. In life, we do have to reject less-qualified applicants, we don't
have unlimited funds to give money to every deserving charity, and we can't always fill a
customer's request on time.
When we need to say "no" to our readers, we usually mean "not under these circumstances." "No"
now isn't necessarily "no" forever. If the student were to get a co-signer, he/she might be able to
get the loan after all. Perhaps we'll be able to send a donation to the homeless shelter next month,
after we've paid our own bills first.
So how do we give bad news without destroying our business relationship? You can see in list at
the top of this page that stating bad news directly can often be very damaging and unnecessarily
hurtful. When you need to deliver bad news, you have five goals:
1. to convey the bad news
2. to gain acceptance for it
3. to maintain as much goodwill a possible with your audience
4. to maintain a good image for our organization
Writing Bad News Messages
Eng 209/WI
Hurley 2
5. if appropriate, to reduce or eliminate the need for future correspondence on the matter.
Five goals are clearly a lot to accomplish in one message. However, by learning some simple
techniques, you can develop negative messages that reduce the stress for everyone involved and
improve the effectiveness of your communication efforts.
1.1 Step 1: Plan Your Message
When planning your message, you can't avoid the fact that your audience does not want to hear
what you have to say. To minimize the damage to business relationships and to encourage the
acceptance of your message, analyze the situation carefully to better understand the context in
which the recipient will process your message.
Be sure to consider your purpose thoroughly – whether it's straightforward (such as rejecting a
job application) of more complicated (such as creating a negative performance review, in which
you not only give t ...
How to Filing A Worker Compensation Claim
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This document discusses legal and ethical considerations for attorneys changing law firms. It summarizes prohibitions on restricting an attorney's right to practice after leaving a firm, as well as clients' rights to choose counsel. The primary considerations for departing attorneys and firms are fiduciary obligations to partners and clients. While attorneys have a duty to keep clients informed, pre-resignation solicitation of clients or sharing confidential client information could constitute breaches of fiduciary duty or other legal violations depending on the circumstances. Proper notification and protecting clients' interests are important ethical obligations for attorneys changing firms.
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【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
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如果您处于以下几种情况：
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一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
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如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
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◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
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Class_5_facts_and_grievance_1.doc
- 1. BCIT & BCGEU Facts #1 Jen has worked for the company for 10 years as a call centre operator. On several occasions he has been counselled by her manager about being more polite in her calls with customers. After a recent incident with a customer, Jen was called to a meeting with the manager. She was told the meeting would be disciplinary in nature and that she should bring her shop steward. The manager played the tape of the customer call for Jen and you (the shop steward). He advised Jen that her words and tone were rude and that she was being given a one-day suspension. Jen was told that in future she had to be more polite to customers and that if she had difficulty with particular customers she was to transfer the call to the manager. 1. You are the shop steward. Draft the grievance with reference to your assigned collective agreement (if applicable). Make assumptions about the facts as you deem necessary but state those assumptions explicitly in the grievance. Write the Grievance Here: Dear manager, We grieve on behalf of Jen, employee #123456 because she was given a one-day suspension. The tape played during the disciplinary meeting also brought to attention that the customer was rude and Jen retaliated only out of defence. The company policies clearly allow the employees to educate the customers about the code of ethics in times of any kind of exploitation. Additionally, the suspension was required to done in the presence of the shop steward with a written letter, as described in article 10.2(b) of the collective agreement. Due to not following the due process of including the shop steward in the process, the suspension should not be taken into account. As remedy, we request that Sally’s record be cleared of suspension and that she will be paid all wages for the say of suspension. We look forward to your early response to our grievance. If you have any questions regarding this matter, please contact me. Regards, Venus Sachdeva Shop Steward Grievance #1 Facts: Melissa Henry is a 2-year employee. She has a history of missing shifts for a variety of reasons ranging from “illness” to “child care problems” to “car broke down”. She has received numerous verbal warnings and last month a written warning advising her that further absences without acceptable excuse or without notifying the company would result in more serious discipline. On January 14, 2021 Melissa was suspended for one day for being absent from work without excuse and without notifying her supervisor.
- 2. Grievance: We hereby grieve the 1-day suspension without pay of Melissa Henry dated January 14, 2021. Melissa was suspended for being absent from work without excuse and without notifying her supervisor. The suspension is an unjust response in the circumstances because Melissa had to stay home to care for her child who was ill. In previous instances where Melissa was absent she has only received verbal or written warnings and we submit that the past practice of the employer is to only issue verbal or written warnings and that this suspension is therefore unjust. 2. You are the Labour Relations Specialist and you need to assist the manager in replying to this grievance. With reference to your assigned collective agreement (if applicable), draft the reply. Make assumptions about the facts as you deem necessary but state those assumptions explicitly in the grievance response. Reply to the Grievance Here: I am writing in reply to your grievance of Sept xx, 20XX. Unfortunately, after careful consideration, we have decided to deny this grievance. Article 20.4 of the collective agreement is quite clear that the “Employee shall be entitled, after notifying his/her supervisor, to up to a maximum of two days’ paid leave at any one time for this purpose.” Melissa has been given multiple verbal and written warnings in accordance with the agreement. Therefore, our decision to suspend Melissa for a day follows the company’s progressive discipline policy which falls under “residual management rights.” We would like Melissa to understand the scope of the disciplinary action and exhibit the required work behaviour. Yours truly Venus Sachdeva Director of Labour Relations