Fully answer the questions associated with each case below. There are 6 cases, with 10 questions spread among them. Each question is worth 10 points for a total of 100 points.
Secnario: You are a paralegal with the Weyland-Yutani Corporation. Your boss attorney, Sharon Ripley, has asked you do answer some questions about some HR legal issues that have arisen.
Case 1
The first case involves Joe Stromboli. Joe is a delivery driver for Weyland, and after an accident, Joe became 100% deaf in both ears. The doctors were unable to restore any of Joe’s hearing. Joe’s manager, Stephanie, believes that communication with employees and the recipients of the deliveries is an essential function of the job. Additionally, Joe needs to be able to participate in the team meetings. Joe’s manager was unsure whether to proceed, so she referred the case to the Weyland-Wutani medical staff. The medical employee took one look at Joe and said no accommodation is possible. When asked why, the doctor said “Joe’s deaf.” Joe was terminated, and he has now filed a suit for failure to reasonably accommodate.
The job description for a Weyland-Yutani delivery driver states that the employee must be able to maintain a Commercial driver’s license. Additionally, delivery drivers are expected to take orders from various employees. This is ordinarily done via hand radio. However, Joe has a cell phone capable of receiving text messages and emails that could allow him to take orders. Furthermore, Joe has offered to carry a pen and paper around so that communication could also be done this way. Joe’s deafness had no effect on maintaining his CDL, and the firm expects it would make these accommodations fairly cheaply.
1.Can Joe establish a claim for failure to reasonably accommodate disability? Be sure to list the elements of the claim and to show how you reached your conclusion.
2.What mistakes—if any—were made? How can these be corrected in the future?
Case 2
The second case involves Johnson. Johnson is a floor supervisor in the plant. 55% of the time he is engaged with ordinary production. However, 45% of the time he is engaged with supervising his zone, preparing schedules, and dealing with personnel disputes. If there is a problem, he is responsible for mobilizing his zone to resolve equitable. He also spends times meeting with his superiors in order to provide reports on efficiency of employees and on any other problems that have arisen. For this, he receives 10% more money than his subordinates. He had earlier been classified as an FSLA exempt employee. Now, he is challenging that designation. Although Weyland has a strict no-overtime policy, Johnson has been showing up to work early to drink a cup of coffee, smoke a cigarette, make sure schedules are prepared, doors are unlocked, and preparing workstations for the day ahead. He typically arrives an hour early to perform these tasks. Weyland knew that Johnson was coming in early, and working 45 hours a week.
1.Is .
Fully answer the questions associated with each case below and upl.docxstarkeykellye
Fully answer the questions associated with each case below and upload your completed document in the dropbox below.There are 6 cases, with 10 questions spread among them. Each question is worth 10 points for a total of 100 points.
Secnario: You are a paralegal with the Weyland-Yutani Corporation. Your boss attorney, Sharon Ripley, has asked you do answer some questions about some HR legal issues that have arisen.
Case 1
The first case involves Joe Stromboli. Joe is a delivery driver for Weyland, and after an accident, Joe became 100% deaf in both ears. The doctors were unable to restore any of Joe’s hearing. Joe’s manager, Stephanie, believes that communication with employees and the recipients of the deliveries is an essential function of the job. Additionally, Joe needs to be able to participate in the team meetings. Joe’s manager was unsure whether to proceed, so she referred the case to the Weyland-Wutani medical staff. The medical employee took one look at Joe and said no accommodation is possible. When asked why, the doctor said “Joe’s deaf.” Joe was terminated, and he has now filed a suit for failure to reasonably accommodate.
The job description for a Weyland-Yutani delivery driver states that the employee must be able to maintain a Commercial driver’s license. Additionally, delivery drivers are expected to take orders from various employees. This is ordinarily done via hand radio. However, Joe has a cell phone capable of receiving text messages and emails that could allow him to take orders. Furthermore, Joe has offered to carry a pen and paper around so that communication could also be done this way. Joe’s deafness had no effect on maintaining his CDL, and the firm expects it would make these accommodations fairly cheaply.
1.Can Joe establish a claim for failure to reasonably accommodate disability? Be sure to list the elements of the claim and to show how you reached your conclusion.
2.What mistakes—if any—were made? How can these be corrected in the future?
Case 2
The second case involves Johnson. Johnson is a floor supervisor in the plant. 55% of the time he is engaged with ordinary production. However, 45% of the time he is engaged with supervising his zone, preparing schedules, and dealing with personnel disputes. If there is a problem, he is responsible for mobilizing his zone to resolve equitable. He also spends times meeting with his superiors in order to provide reports on efficiency of employees and on any other problems that have arisen. For this, he receives 10% more money than his subordinates. He had earlier been classified as an FSLA exempt employee. Now, he is challenging that designation. Although Weyland has a strict no-overtime policy, Johnson has been showing up to work early to drink a cup of coffee, smoke a cigarette, make sure schedules are prepared, doors are unlocked, and preparing workstations for the day ahead. He typically arrives an hour early to perform these tasks. Weyland knew that J ...
Final ExamFully answer the questions associated with each case bel.docxRAJU852744
Final Exam
Fully answer the questions associated with each case below and upload your completed document in the dropbox below.There are 6 cases, with 10 questions spread among them. Each question is worth 10 points for a total of 100 points.
Secnario: You are a paralegal with the Weyland-Yutani Corporation. Your boss attorney, Sharon Ripley, has asked you do answer some questions about some HR legal issues that have arisen.
Case 1
The first case involves Joe Stromboli. Joe is a delivery driver for Weyland, and after an accident, Joe became 100% deaf in both ears. The doctors were unable to restore any of Joe’s hearing. Joe’s manager, Stephanie, believes that communication with employees and the recipients of the deliveries is an essential function of the job. Additionally, Joe needs to be able to participate in the team meetings. Joe’s manager was unsure whether to proceed, so she referred the case to the Weyland-Wutani medical staff. The medical employee took one look at Joe and said no accommodation is possible. When asked why, the doctor said “Joe’s deaf.” Joe was terminated, and he has now filed a suit for failure to reasonably accommodate.
The job description for a Weyland-Yutani delivery driver states that the employee must be able to maintain a Commercial driver’s license. Additionally, delivery drivers are expected to take orders from various employees. This is ordinarily done via hand radio. However, Joe has a cell phone capable of receiving text messages and emails that could allow him to take orders. Furthermore, Joe has offered to carry a pen and paper around so that communication could also be done this way. Joe’s deafness had no effect on maintaining his CDL, and the firm expects it would make these accommodations fairly cheaply.
Can Joe establish a claim for failure to reasonably accommodate disability? Be sure to list the elements of the claim and to show how you reached your conclusion.
What mistakes—if any—were made? How can these be corrected in the future?
Case 2
The second case involves Johnson. Johnson is a floor supervisor in the plant. 55% of the time he is engaged with ordinary production. However, 45% of the time he is engaged with supervising his zone, preparing schedules, and dealing with personnel disputes. If there is a problem, he is responsible for mobilizing his zone to resolve equitable. He also spends times meeting with his superiors in order to provide reports on efficiency of employees and on any other problems that have arisen. For this, he receives 10% more money than his subordinates. He had earlier been classified as an FSLA exempt employee. Now, he is challenging that designation. Although Weyland has a strict no-overtime policy, Johnson has been showing up to work early to drink a cup of coffee, smoke a cigarette, make sure schedules are prepared, doors are unlocked, and preparing workstations for the day ahead. He typically arrives an hour early to perform these tasks. Weyland knew that ...
Fully answer the questions associated with each case below.Sec.docxstarkeykellye
Fully answer the questions associated with each case below.
Secnario: You are a paralegal with the Weyland-Yutani Corporation. Your boss attorney, Sharon Ripley, has asked you
to
answer some questions about some HR legal issues that have arisen.
Case 1
The first case involves Joe Stromboli. Joe is a delivery driver for Weyland, and after an accident, Joe became 100% deaf in both ears. The doctors were unable to restore any of Joe’s hearing. Joe’s manager, Stephanie, believes that communication with employees and the recipients of the deliveries is an essential function of the job. Additionally, Joe needs to be able to participate in the team meetings. Joe’s manager was unsure whether to proceed, so she referred the case to the Weyland-Wutani medical staff. The medical employee took one look at Joe and said no accommodation is possible. When asked why, the doctor said “Joe’s deaf.” Joe was terminated, and he has now filed a suit for failure to reasonably accommodate.
The job description for a Weyland-Yutani delivery driver states that the employee must be able to maintain a Commercial driver’s license. Additionally, delivery drivers are expected to take orders from various employees. This is ordinarily done via hand radio. However, Joe has a cell phone capable of receiving text messages and emails that could allow him to take orders. Furthermore, Joe has offered to carry a pen and paper around so that communication could also be done this way. Joe’s deafness had no effect on maintaining his CDL, and the firm expects it would make these accommodations fairly cheaply.
Can Joe establish a claim for failure to reasonably accommodate disability? Be sure to list the elements of the claim and to show how you reached your conclusion.
What mistakes—if any—were made? How can these be corrected in the future?
Case 2
The second case involves Johnson. Johnson is a floor supervisor in the plant. 55% of the time he is engaged with ordinary production. However, 45% of the time he is engaged with supervising his zone, preparing schedules, and dealing with personnel disputes. If there is a problem, he is responsible for mobilizing his zone to resolve equitable. He also spends times meeting with his superiors in order to provide reports on efficiency of employees and on any other problems that have arisen. For this, he receives 10% more money than his subordinates. He had earlier been classified as an FSLA exempt employee. Now, he is challenging that designation. Although Weyland has a strict no-overtime policy, Johnson has been showing up to work early to drink a cup of coffee, smoke a cigarette, make sure schedules are prepared, doors are unlocked, and preparing workstations for the day ahead. He typically arrives an hour early to perform these tasks. Weyland knew that Johnson was coming in early, and working 45 hours a week.
Is Johnson an exempt employee? Be sure to list and discuss the applicable legal standards as well as some of the factors th ...
please use the following hypothetical scenario to answer the followi.docxsarantatersall
please use the following hypothetical scenario to answer the following 5 question. Each question is worth 20 points fogh she felt that she was eminently qualified for the position, she also was growing tired of a certain good old boy culture at the plant. For r a total of 100 points. When complete upload your document to the drdropbox below.
Scenario
Janet Johnson, an African american woman, has been working at the tennesse hydroelectric plant for 15 years. During that time, his performance reviews have been exemplary. She decided to apply for the new plant foreman position. Although she felt that she was eminently qualified for the position, she also was growing tired of a certain good old boy culture at the plant. For years, the plant has had a culture of highly lewd "jokes," and many of the employees had also engaged in inappropriate touching of female employees. The plant had an anti-harassment policy on record, but Janet's boss shrugged and said"boys will be boys" when she reported the harrassmenr to him.
Competition for the position was fierce. But ultimately. Jose Martinez, a Chilean man, received the position. Jose had 7 years of expeirence. Unbeknownst to the applicants the promotion board secretly ran a credit check on the applicants. Janet credit score came in as lower as average, and his factored into the board's decision. Although he met the qualifications of the position, one of the hiring managers told Janet in confidence that Janet was the applied a racial latino manager at the plant even though Latino's represented 35% of employees at the plant. Janet sues the plant for disparate treatment, disparate impact, and sexual harassment under Title VII.
Question
2. List the elements of disparate treatment and apply then to this case. Can Janet prove a prima facie case? How would the plant rebuff these charges? Who would ultimately prevail?
3.List the elements of a disoarate impact case and apply them to this case? Will Janet prevail on this charge?
4. List the elements of the sexual harrassment case and apply them to this case? Can the plant establish an affirmative defense?
5. If the plant argues that it applied a racial preferences to Jose to correct a manifiest imbalance at the plant of underutilization of certain minorities, will the plant prevail?Why or why not?
6. Was it legal to use the credit check as factor in the promotion decision the way that it was done here? Why or why not?
SECOND QUESTION
Fully answer the questions associated with each case below and upload your completed document in the dropbox below. There are 6 cases, with 10 questions spread among them. Each question is worth 10 point for a total of 100 points.
Secnariors: You are a paralegal with the Weyland-Yutani Corporation. Your boss attorney, Sharon Ripley, has asked you do answer some questions about some HR legal issues that have arisen.
CASE 1
the first case involves Joe Stromboli. Joe is a delivery driver for Weyland, and after an accident, Joe beca.
Employee & Labor Relations Class
MGMT 3283
Non-wage issues that unions face with in negotiating, day-to-day interactions with members
The paper on the selected topic is based on good quality research, integrating relevant cases and current events where applicable. It must be between 7 to 8 pages (not including cover and reference pages); APA formatted and incorporates at least 8 scholarly and credible references (all these sources must actually be used in the paper and appropriately cited). Library research is required.
· This is the format:
· Introduction and Overview
· Topic: Why is topic important and how it is relevant, current research, how businesses are affected
· Supporting cases, current events: summarized and analyzed
· Impact on Business
· Ethical and Biblical principles applicable to the area
· Implications and Recommendations
· Conclusion/s
· Bibliography
Week 8 Case Questions
Select TWO court cases (from different chapters) from the list below, and respond in writing to the case questions.
1. Dillon v. Champion Jogbra (Ch 18, p 672)
2. Dorshkind v. Oak Park Place of Dubuque II (Ch 18, p 681)
3. Lockheed Martin v. Administrative Review Board (Ch 18, p 689)
4. Lane v. Franks (Ch 18, p 707)
5. Weekes-Walker v. Macon County Greyhound Park (Ch 19, p 730)
6. Barnett v. PA Consulting Group (Ch 19, p 736)
7. Nanomech v. Suresh (Ch 19, p 751)
The requirements below must be met for your paper to be accepted and graded:
· Write between 750 – 1,250 words (approximately 3 – 5 pages) using Microsoft Word in APA style, see example below.
· Use font size 12 and 1” margins.
· Include cover page and reference page.
· At least 80% of your paper must be original content/writing.
· No more than 20% of your content/information may come from references.
· Use at least three references from outside the course material, one reference must be from EBSCOhost. Text book, lectures, and other materials in the course may be used, but are not counted toward the three reference requirement.
· Cite all reference material (data, dates, graphs, quotes, paraphrased words, values, etc.) in the paper and list on a reference page in APA style.
References must come from sources such as, scholarly journals found in EBSCOhost, CNN, online newspapers such as, The Wall Street Journal, government websites, etc. Sources such as, Wikis, Yahoo Answers, eHow, blogs, etc. are not acceptable for academic writing.
Final Exam
Fully answer the questions associated with each case below and upload your completed document in the dropbox below.There are 6 cases, with 10 questions spread among them. Each question is worth 10 points for a total of 100 points.
Secnario: You are a paralegal with the Weyland-Yutani Corporation. Your boss attorney, Sharon Ripley, has asked you do answer some questions about some HR legal issues that have arisen.
Case 1
The first case involves Joe Stromboli. Joe is a delivery driver for Weyland, and after an accident, Joe became 100% deaf in b ...
Initial Post 4801 Unit 2 D1Hi Class, Ethics of Workplace Priva.docxjaggernaoma
Initial Post 4801 Unit 2 D1
Hi Class,
Ethics of Workplace Privacy
Employees are protected by the law against arbitrary searches by employers and infringement on their privacy. However, the employer has the right to search without requesting the employee. However, this action is only applicable whenever the employer is inspecting the items belonging to the company such as the employee’s locker or car. If the vehicle belongs to the employee, the employer has no right to search. Otherwise, that will be considered as an invasion of the worker’s privacy.
An employer has the right to watch a nanny’s behavior whenever the nanny is on the employer’s premises and taking care of the employer's children. The employer has a right to listen in to the phone calls and messages of the nanny, as long as the phone being used belongs to the employer. The employer can read the emails of the nanny, force the employee to take a drug test to ensure the employee is not drugging the kids or acting under the influence of narcotics.
However, it is not allowed for the employer to install security cameras in sensitive places such as bathrooms or toilets. These cameras can be installed in public places such as kitchen, living room or in the yard. The employers are allowed by the law to have these cameras in such public places. The employer should however not invade the privacy of the employees.
References
Berenbeim, R. (1990). Employee privacy. New York, N.Y.: Conference Board.
Espejo, R. (2011). Privacy. Detroit: Greenhaven Press.
Lane, F. (2003). The naked employee. New York: AMACOM.
Initial Post 4801 Unit 2 D2
Hi Class,
Whistleblowing
Whistleblowing is a process where an employee communicates on non-ethical issues done in an organization. One of the real life experience I had had of whistleblowing when a fellow employee in a bookstore I was working in who had been denied leave for over five years decided to report the act to the worker’s union. This action prompted a harsh reaction from the union which gave the management of the bookstore an ultimatum within which it should have provided a list of the dates its employees are scheduled to go for leave.
Also, the union streamlined other issues within the workplace besides the granting of leave to employees. Before this time, I felt the pressure to express my despair since I was also expecting to get a leave but was afraid that would cause trouble between my employer and me.
In the years before 2013, the Bank of America was accused of getting rid of employees it suspected would blow the whistle. This came as a result of the great fraud that was taking place in the company which posed the danger that if notice, the bank would be closed or face different serious legal battles. Edward O’Donnell was one of the whistleblowers who led the court into gathering enough evidence about the shoddy mortgage deals that the Bank of America was undertaking.
The whistleblower was awarded $57 million for his act. As much as.
Fully answer the questions associated with each case below and upl.docxstarkeykellye
Fully answer the questions associated with each case below and upload your completed document in the dropbox below.There are 6 cases, with 10 questions spread among them. Each question is worth 10 points for a total of 100 points.
Secnario: You are a paralegal with the Weyland-Yutani Corporation. Your boss attorney, Sharon Ripley, has asked you do answer some questions about some HR legal issues that have arisen.
Case 1
The first case involves Joe Stromboli. Joe is a delivery driver for Weyland, and after an accident, Joe became 100% deaf in both ears. The doctors were unable to restore any of Joe’s hearing. Joe’s manager, Stephanie, believes that communication with employees and the recipients of the deliveries is an essential function of the job. Additionally, Joe needs to be able to participate in the team meetings. Joe’s manager was unsure whether to proceed, so she referred the case to the Weyland-Wutani medical staff. The medical employee took one look at Joe and said no accommodation is possible. When asked why, the doctor said “Joe’s deaf.” Joe was terminated, and he has now filed a suit for failure to reasonably accommodate.
The job description for a Weyland-Yutani delivery driver states that the employee must be able to maintain a Commercial driver’s license. Additionally, delivery drivers are expected to take orders from various employees. This is ordinarily done via hand radio. However, Joe has a cell phone capable of receiving text messages and emails that could allow him to take orders. Furthermore, Joe has offered to carry a pen and paper around so that communication could also be done this way. Joe’s deafness had no effect on maintaining his CDL, and the firm expects it would make these accommodations fairly cheaply.
1.Can Joe establish a claim for failure to reasonably accommodate disability? Be sure to list the elements of the claim and to show how you reached your conclusion.
2.What mistakes—if any—were made? How can these be corrected in the future?
Case 2
The second case involves Johnson. Johnson is a floor supervisor in the plant. 55% of the time he is engaged with ordinary production. However, 45% of the time he is engaged with supervising his zone, preparing schedules, and dealing with personnel disputes. If there is a problem, he is responsible for mobilizing his zone to resolve equitable. He also spends times meeting with his superiors in order to provide reports on efficiency of employees and on any other problems that have arisen. For this, he receives 10% more money than his subordinates. He had earlier been classified as an FSLA exempt employee. Now, he is challenging that designation. Although Weyland has a strict no-overtime policy, Johnson has been showing up to work early to drink a cup of coffee, smoke a cigarette, make sure schedules are prepared, doors are unlocked, and preparing workstations for the day ahead. He typically arrives an hour early to perform these tasks. Weyland knew that J ...
Final ExamFully answer the questions associated with each case bel.docxRAJU852744
Final Exam
Fully answer the questions associated with each case below and upload your completed document in the dropbox below.There are 6 cases, with 10 questions spread among them. Each question is worth 10 points for a total of 100 points.
Secnario: You are a paralegal with the Weyland-Yutani Corporation. Your boss attorney, Sharon Ripley, has asked you do answer some questions about some HR legal issues that have arisen.
Case 1
The first case involves Joe Stromboli. Joe is a delivery driver for Weyland, and after an accident, Joe became 100% deaf in both ears. The doctors were unable to restore any of Joe’s hearing. Joe’s manager, Stephanie, believes that communication with employees and the recipients of the deliveries is an essential function of the job. Additionally, Joe needs to be able to participate in the team meetings. Joe’s manager was unsure whether to proceed, so she referred the case to the Weyland-Wutani medical staff. The medical employee took one look at Joe and said no accommodation is possible. When asked why, the doctor said “Joe’s deaf.” Joe was terminated, and he has now filed a suit for failure to reasonably accommodate.
The job description for a Weyland-Yutani delivery driver states that the employee must be able to maintain a Commercial driver’s license. Additionally, delivery drivers are expected to take orders from various employees. This is ordinarily done via hand radio. However, Joe has a cell phone capable of receiving text messages and emails that could allow him to take orders. Furthermore, Joe has offered to carry a pen and paper around so that communication could also be done this way. Joe’s deafness had no effect on maintaining his CDL, and the firm expects it would make these accommodations fairly cheaply.
Can Joe establish a claim for failure to reasonably accommodate disability? Be sure to list the elements of the claim and to show how you reached your conclusion.
What mistakes—if any—were made? How can these be corrected in the future?
Case 2
The second case involves Johnson. Johnson is a floor supervisor in the plant. 55% of the time he is engaged with ordinary production. However, 45% of the time he is engaged with supervising his zone, preparing schedules, and dealing with personnel disputes. If there is a problem, he is responsible for mobilizing his zone to resolve equitable. He also spends times meeting with his superiors in order to provide reports on efficiency of employees and on any other problems that have arisen. For this, he receives 10% more money than his subordinates. He had earlier been classified as an FSLA exempt employee. Now, he is challenging that designation. Although Weyland has a strict no-overtime policy, Johnson has been showing up to work early to drink a cup of coffee, smoke a cigarette, make sure schedules are prepared, doors are unlocked, and preparing workstations for the day ahead. He typically arrives an hour early to perform these tasks. Weyland knew that ...
Fully answer the questions associated with each case below.Sec.docxstarkeykellye
Fully answer the questions associated with each case below.
Secnario: You are a paralegal with the Weyland-Yutani Corporation. Your boss attorney, Sharon Ripley, has asked you
to
answer some questions about some HR legal issues that have arisen.
Case 1
The first case involves Joe Stromboli. Joe is a delivery driver for Weyland, and after an accident, Joe became 100% deaf in both ears. The doctors were unable to restore any of Joe’s hearing. Joe’s manager, Stephanie, believes that communication with employees and the recipients of the deliveries is an essential function of the job. Additionally, Joe needs to be able to participate in the team meetings. Joe’s manager was unsure whether to proceed, so she referred the case to the Weyland-Wutani medical staff. The medical employee took one look at Joe and said no accommodation is possible. When asked why, the doctor said “Joe’s deaf.” Joe was terminated, and he has now filed a suit for failure to reasonably accommodate.
The job description for a Weyland-Yutani delivery driver states that the employee must be able to maintain a Commercial driver’s license. Additionally, delivery drivers are expected to take orders from various employees. This is ordinarily done via hand radio. However, Joe has a cell phone capable of receiving text messages and emails that could allow him to take orders. Furthermore, Joe has offered to carry a pen and paper around so that communication could also be done this way. Joe’s deafness had no effect on maintaining his CDL, and the firm expects it would make these accommodations fairly cheaply.
Can Joe establish a claim for failure to reasonably accommodate disability? Be sure to list the elements of the claim and to show how you reached your conclusion.
What mistakes—if any—were made? How can these be corrected in the future?
Case 2
The second case involves Johnson. Johnson is a floor supervisor in the plant. 55% of the time he is engaged with ordinary production. However, 45% of the time he is engaged with supervising his zone, preparing schedules, and dealing with personnel disputes. If there is a problem, he is responsible for mobilizing his zone to resolve equitable. He also spends times meeting with his superiors in order to provide reports on efficiency of employees and on any other problems that have arisen. For this, he receives 10% more money than his subordinates. He had earlier been classified as an FSLA exempt employee. Now, he is challenging that designation. Although Weyland has a strict no-overtime policy, Johnson has been showing up to work early to drink a cup of coffee, smoke a cigarette, make sure schedules are prepared, doors are unlocked, and preparing workstations for the day ahead. He typically arrives an hour early to perform these tasks. Weyland knew that Johnson was coming in early, and working 45 hours a week.
Is Johnson an exempt employee? Be sure to list and discuss the applicable legal standards as well as some of the factors th ...
please use the following hypothetical scenario to answer the followi.docxsarantatersall
please use the following hypothetical scenario to answer the following 5 question. Each question is worth 20 points fogh she felt that she was eminently qualified for the position, she also was growing tired of a certain good old boy culture at the plant. For r a total of 100 points. When complete upload your document to the drdropbox below.
Scenario
Janet Johnson, an African american woman, has been working at the tennesse hydroelectric plant for 15 years. During that time, his performance reviews have been exemplary. She decided to apply for the new plant foreman position. Although she felt that she was eminently qualified for the position, she also was growing tired of a certain good old boy culture at the plant. For years, the plant has had a culture of highly lewd "jokes," and many of the employees had also engaged in inappropriate touching of female employees. The plant had an anti-harassment policy on record, but Janet's boss shrugged and said"boys will be boys" when she reported the harrassmenr to him.
Competition for the position was fierce. But ultimately. Jose Martinez, a Chilean man, received the position. Jose had 7 years of expeirence. Unbeknownst to the applicants the promotion board secretly ran a credit check on the applicants. Janet credit score came in as lower as average, and his factored into the board's decision. Although he met the qualifications of the position, one of the hiring managers told Janet in confidence that Janet was the applied a racial latino manager at the plant even though Latino's represented 35% of employees at the plant. Janet sues the plant for disparate treatment, disparate impact, and sexual harassment under Title VII.
Question
2. List the elements of disparate treatment and apply then to this case. Can Janet prove a prima facie case? How would the plant rebuff these charges? Who would ultimately prevail?
3.List the elements of a disoarate impact case and apply them to this case? Will Janet prevail on this charge?
4. List the elements of the sexual harrassment case and apply them to this case? Can the plant establish an affirmative defense?
5. If the plant argues that it applied a racial preferences to Jose to correct a manifiest imbalance at the plant of underutilization of certain minorities, will the plant prevail?Why or why not?
6. Was it legal to use the credit check as factor in the promotion decision the way that it was done here? Why or why not?
SECOND QUESTION
Fully answer the questions associated with each case below and upload your completed document in the dropbox below. There are 6 cases, with 10 questions spread among them. Each question is worth 10 point for a total of 100 points.
Secnariors: You are a paralegal with the Weyland-Yutani Corporation. Your boss attorney, Sharon Ripley, has asked you do answer some questions about some HR legal issues that have arisen.
CASE 1
the first case involves Joe Stromboli. Joe is a delivery driver for Weyland, and after an accident, Joe beca.
Employee & Labor Relations Class
MGMT 3283
Non-wage issues that unions face with in negotiating, day-to-day interactions with members
The paper on the selected topic is based on good quality research, integrating relevant cases and current events where applicable. It must be between 7 to 8 pages (not including cover and reference pages); APA formatted and incorporates at least 8 scholarly and credible references (all these sources must actually be used in the paper and appropriately cited). Library research is required.
· This is the format:
· Introduction and Overview
· Topic: Why is topic important and how it is relevant, current research, how businesses are affected
· Supporting cases, current events: summarized and analyzed
· Impact on Business
· Ethical and Biblical principles applicable to the area
· Implications and Recommendations
· Conclusion/s
· Bibliography
Week 8 Case Questions
Select TWO court cases (from different chapters) from the list below, and respond in writing to the case questions.
1. Dillon v. Champion Jogbra (Ch 18, p 672)
2. Dorshkind v. Oak Park Place of Dubuque II (Ch 18, p 681)
3. Lockheed Martin v. Administrative Review Board (Ch 18, p 689)
4. Lane v. Franks (Ch 18, p 707)
5. Weekes-Walker v. Macon County Greyhound Park (Ch 19, p 730)
6. Barnett v. PA Consulting Group (Ch 19, p 736)
7. Nanomech v. Suresh (Ch 19, p 751)
The requirements below must be met for your paper to be accepted and graded:
· Write between 750 – 1,250 words (approximately 3 – 5 pages) using Microsoft Word in APA style, see example below.
· Use font size 12 and 1” margins.
· Include cover page and reference page.
· At least 80% of your paper must be original content/writing.
· No more than 20% of your content/information may come from references.
· Use at least three references from outside the course material, one reference must be from EBSCOhost. Text book, lectures, and other materials in the course may be used, but are not counted toward the three reference requirement.
· Cite all reference material (data, dates, graphs, quotes, paraphrased words, values, etc.) in the paper and list on a reference page in APA style.
References must come from sources such as, scholarly journals found in EBSCOhost, CNN, online newspapers such as, The Wall Street Journal, government websites, etc. Sources such as, Wikis, Yahoo Answers, eHow, blogs, etc. are not acceptable for academic writing.
Final Exam
Fully answer the questions associated with each case below and upload your completed document in the dropbox below.There are 6 cases, with 10 questions spread among them. Each question is worth 10 points for a total of 100 points.
Secnario: You are a paralegal with the Weyland-Yutani Corporation. Your boss attorney, Sharon Ripley, has asked you do answer some questions about some HR legal issues that have arisen.
Case 1
The first case involves Joe Stromboli. Joe is a delivery driver for Weyland, and after an accident, Joe became 100% deaf in b ...
Initial Post 4801 Unit 2 D1Hi Class, Ethics of Workplace Priva.docxjaggernaoma
Initial Post 4801 Unit 2 D1
Hi Class,
Ethics of Workplace Privacy
Employees are protected by the law against arbitrary searches by employers and infringement on their privacy. However, the employer has the right to search without requesting the employee. However, this action is only applicable whenever the employer is inspecting the items belonging to the company such as the employee’s locker or car. If the vehicle belongs to the employee, the employer has no right to search. Otherwise, that will be considered as an invasion of the worker’s privacy.
An employer has the right to watch a nanny’s behavior whenever the nanny is on the employer’s premises and taking care of the employer's children. The employer has a right to listen in to the phone calls and messages of the nanny, as long as the phone being used belongs to the employer. The employer can read the emails of the nanny, force the employee to take a drug test to ensure the employee is not drugging the kids or acting under the influence of narcotics.
However, it is not allowed for the employer to install security cameras in sensitive places such as bathrooms or toilets. These cameras can be installed in public places such as kitchen, living room or in the yard. The employers are allowed by the law to have these cameras in such public places. The employer should however not invade the privacy of the employees.
References
Berenbeim, R. (1990). Employee privacy. New York, N.Y.: Conference Board.
Espejo, R. (2011). Privacy. Detroit: Greenhaven Press.
Lane, F. (2003). The naked employee. New York: AMACOM.
Initial Post 4801 Unit 2 D2
Hi Class,
Whistleblowing
Whistleblowing is a process where an employee communicates on non-ethical issues done in an organization. One of the real life experience I had had of whistleblowing when a fellow employee in a bookstore I was working in who had been denied leave for over five years decided to report the act to the worker’s union. This action prompted a harsh reaction from the union which gave the management of the bookstore an ultimatum within which it should have provided a list of the dates its employees are scheduled to go for leave.
Also, the union streamlined other issues within the workplace besides the granting of leave to employees. Before this time, I felt the pressure to express my despair since I was also expecting to get a leave but was afraid that would cause trouble between my employer and me.
In the years before 2013, the Bank of America was accused of getting rid of employees it suspected would blow the whistle. This came as a result of the great fraud that was taking place in the company which posed the danger that if notice, the bank would be closed or face different serious legal battles. Edward O’Donnell was one of the whistleblowers who led the court into gathering enough evidence about the shoddy mortgage deals that the Bank of America was undertaking.
The whistleblower was awarded $57 million for his act. As much as.
Legal & UnionsSelect and READ one of the following case stud.docxjesssueann
Legal & Unions
Select and READ one of the following case studies (located in your textbook):
CASE 10-1 WILLFUL VIOLATION, OR A PROBLEM THAT CAN BE CORRECTED?
CASE 10-2 CONSTRUCTIVE DISCHARGE AND REINSTATEMENT OF STRIKERS
Next,
analyze the case and provide an overview of key points or discussions.
An overview is not a detailed description or regurgitated statements from the case, but instead key points in the case
.
Then
, make 2 recommendations for improvements for any parts of the case (think like an HR leader).
Saying that someone should have did this, or what you would have done are not considered improvements.
NOTES:
You may only have no more than two references for your response and each must be appropriately cited in the words.
Case 10-1 Willful Violation, or a Problem That Can Be Corrected?
Sandy Clark has worked for Healthy Meals Company for 10 years in a facility that cooks and packages prepared, frozen meals. Sandy is part of a crew that provides cleaning and sanitation services for the equipment used to prepare the meals. She has always sustained an excellent work record with no complaints about her work performance. She was recently assigned to the night shift to clean and sanitize the equipment used to mix and dispense sauce for the meals. The equipment consists primarily of a large vat and a rotating paddle with wooden blades driven by an electrical motor to continuously stir the sauce. After the meal preparation crew finishes production for the day shift, Sandy’s work begins cleaning and sanitizing the equipment for production the next day.
Sandy was trained to clean and sanitize the equipment by observing an experienced member of the sanitizing crew who had been performing the work for the past three years. During her training, she was instructed to use a high-pressure water hose, bleach, and sanitizing cleaner on the paddle blades and the lower part of the vat, then use a sponge pad to scrub the top part of the vat. Her trainer explained that the best way to get the wooden paddles thoroughly clean was to spray them while the machine was running, then turn off the equipment and lock it out before she used the sponge pad to clean the inside of the vat. After two days of training, she demonstrated to the person who trained her that she could satisfactorily perform all the duties of cleaning the equipment.
During her second week of working alone cleaning the vat and the wooden paddles of sauce residue, she was spraying the paddles using the high-pressure water hose while the machine was running with the paddles turning in the vat. While holding the sponge pad in one hand and holding the hose nozzle in the other hand, she finished spraying the moving paddles and accidently dropped the pad from her hand into the vat. She reached to grab the sponge pad as a reflex action and the fingertips of her rubber gloves were caught between the wall of the vat and the paddle. The paddle pulled her right hand further into .
Our government has been busily churning new employer regulations in the past year. This week I presented to a group of management and HR professionals concerning recent developments in this area, including the Equal Employment Opportunity Commission's recent attention to discrimination claims related to pregnancy, sexual orientation and transgender status, gender identity, disability accommodations, and leaves of absence; the Department of Labor's requirements under the new white collar overtime exemption rule; the Occupational Safety and Health Administration's new rule requiring certain employers to electronically report workplace injuries and revealing the agency's position regarding automatic drug testing after an on-the-job injury report; and the National Labor Relations Board's efforts to impact non-union (yes, non-union) workplaces by holding that common rules found in employee handbooks (e.g., expectations regarding confidentiality, audio recording bans, respectful behavior, to name a few) are illegal under the National Labor Relations Act. Many thanks to my colleague Alexis Knapp who shared her original powerpoint with me, giving me the head-start I needed to edit and tailor this to my audience. Feel free to peruse and please don't hesitate to let me know if you have any questions.
Shifting jobs from one company location to another might be illegal, depending on the employer's motives. For example, if there's evidence that an employer moved jobs out of the country to retaliate against disgruntled employees, there could be legal repercussions. Take a look at how a court recently decided one case brought by the National Labor Relations Board.
GoalThe goal of this project is to produce a paper, three to f.docxlianaalbee2qly
Goal
The goal of this project is to produce a paper, three to five pages in length, or in person on one of the several topics that have been presented in class having to do contemporary Indian Country.
These might include topics regarding health, economics, tribal government, inter-government relations, tribal enrollment, reservations, gaming, tribal identity, sovereignty, or any number of other themes. Your paper should utilize information from the class as well as additional research and subject matter. Within any of these topics will be numerous issues that should be discussed and evaluated in detail, including different points of view as they may exist. In your conclusions these differing voices should be considered in context.
.
Good morning!Hope all is well. I need urgent help with three fin.docxlianaalbee2qly
Good morning!
Hope all is well. I need urgent help with three finance questions. Only finance experts should respond. These are fairly simple questions that will only require 130 word responses for each question. I will need the work to completed by 5:00 P.M. TODAY (NO EXCEPTIONS). Thanks,
.
Graded AssignmentMid-Unit Test, Part 2Answer the questions bel.docxlianaalbee2qly
Graded Assignment
Mid-Unit Test, Part 2
Answer the questions below. When you are finished, submit this assignment to your teacher by the due date for full credit.
1.
In 1912, chemist Fritz Haber developed a process that combined nitrogen from the air with hydrogen at high temperatures and pressures to make ammonia. Specifically, the process involved combining one molecule of nitrogen gas (N
2
) with three molecules of hydrogen gas (H
2
) to get two molecules of ammonia (NH
3
). If you write this process in a symbol format, it looks like this:
N
2
+ 3H
2
→
2NH
3
Explain whether this is a chemical or physical change, and why. Does it involve elements, compounds, mixtures, or pure substances? Also describe how many atoms are involved before and after. What do you notice about the number of atoms?
Answer:
.
More Related Content
Similar to Fully answer the questions associated with each case below. There ar.docx
Legal & UnionsSelect and READ one of the following case stud.docxjesssueann
Legal & Unions
Select and READ one of the following case studies (located in your textbook):
CASE 10-1 WILLFUL VIOLATION, OR A PROBLEM THAT CAN BE CORRECTED?
CASE 10-2 CONSTRUCTIVE DISCHARGE AND REINSTATEMENT OF STRIKERS
Next,
analyze the case and provide an overview of key points or discussions.
An overview is not a detailed description or regurgitated statements from the case, but instead key points in the case
.
Then
, make 2 recommendations for improvements for any parts of the case (think like an HR leader).
Saying that someone should have did this, or what you would have done are not considered improvements.
NOTES:
You may only have no more than two references for your response and each must be appropriately cited in the words.
Case 10-1 Willful Violation, or a Problem That Can Be Corrected?
Sandy Clark has worked for Healthy Meals Company for 10 years in a facility that cooks and packages prepared, frozen meals. Sandy is part of a crew that provides cleaning and sanitation services for the equipment used to prepare the meals. She has always sustained an excellent work record with no complaints about her work performance. She was recently assigned to the night shift to clean and sanitize the equipment used to mix and dispense sauce for the meals. The equipment consists primarily of a large vat and a rotating paddle with wooden blades driven by an electrical motor to continuously stir the sauce. After the meal preparation crew finishes production for the day shift, Sandy’s work begins cleaning and sanitizing the equipment for production the next day.
Sandy was trained to clean and sanitize the equipment by observing an experienced member of the sanitizing crew who had been performing the work for the past three years. During her training, she was instructed to use a high-pressure water hose, bleach, and sanitizing cleaner on the paddle blades and the lower part of the vat, then use a sponge pad to scrub the top part of the vat. Her trainer explained that the best way to get the wooden paddles thoroughly clean was to spray them while the machine was running, then turn off the equipment and lock it out before she used the sponge pad to clean the inside of the vat. After two days of training, she demonstrated to the person who trained her that she could satisfactorily perform all the duties of cleaning the equipment.
During her second week of working alone cleaning the vat and the wooden paddles of sauce residue, she was spraying the paddles using the high-pressure water hose while the machine was running with the paddles turning in the vat. While holding the sponge pad in one hand and holding the hose nozzle in the other hand, she finished spraying the moving paddles and accidently dropped the pad from her hand into the vat. She reached to grab the sponge pad as a reflex action and the fingertips of her rubber gloves were caught between the wall of the vat and the paddle. The paddle pulled her right hand further into .
Our government has been busily churning new employer regulations in the past year. This week I presented to a group of management and HR professionals concerning recent developments in this area, including the Equal Employment Opportunity Commission's recent attention to discrimination claims related to pregnancy, sexual orientation and transgender status, gender identity, disability accommodations, and leaves of absence; the Department of Labor's requirements under the new white collar overtime exemption rule; the Occupational Safety and Health Administration's new rule requiring certain employers to electronically report workplace injuries and revealing the agency's position regarding automatic drug testing after an on-the-job injury report; and the National Labor Relations Board's efforts to impact non-union (yes, non-union) workplaces by holding that common rules found in employee handbooks (e.g., expectations regarding confidentiality, audio recording bans, respectful behavior, to name a few) are illegal under the National Labor Relations Act. Many thanks to my colleague Alexis Knapp who shared her original powerpoint with me, giving me the head-start I needed to edit and tailor this to my audience. Feel free to peruse and please don't hesitate to let me know if you have any questions.
Shifting jobs from one company location to another might be illegal, depending on the employer's motives. For example, if there's evidence that an employer moved jobs out of the country to retaliate against disgruntled employees, there could be legal repercussions. Take a look at how a court recently decided one case brought by the National Labor Relations Board.
GoalThe goal of this project is to produce a paper, three to f.docxlianaalbee2qly
Goal
The goal of this project is to produce a paper, three to five pages in length, or in person on one of the several topics that have been presented in class having to do contemporary Indian Country.
These might include topics regarding health, economics, tribal government, inter-government relations, tribal enrollment, reservations, gaming, tribal identity, sovereignty, or any number of other themes. Your paper should utilize information from the class as well as additional research and subject matter. Within any of these topics will be numerous issues that should be discussed and evaluated in detail, including different points of view as they may exist. In your conclusions these differing voices should be considered in context.
.
Good morning!Hope all is well. I need urgent help with three fin.docxlianaalbee2qly
Good morning!
Hope all is well. I need urgent help with three finance questions. Only finance experts should respond. These are fairly simple questions that will only require 130 word responses for each question. I will need the work to completed by 5:00 P.M. TODAY (NO EXCEPTIONS). Thanks,
.
Graded AssignmentMid-Unit Test, Part 2Answer the questions bel.docxlianaalbee2qly
Graded Assignment
Mid-Unit Test, Part 2
Answer the questions below. When you are finished, submit this assignment to your teacher by the due date for full credit.
1.
In 1912, chemist Fritz Haber developed a process that combined nitrogen from the air with hydrogen at high temperatures and pressures to make ammonia. Specifically, the process involved combining one molecule of nitrogen gas (N
2
) with three molecules of hydrogen gas (H
2
) to get two molecules of ammonia (NH
3
). If you write this process in a symbol format, it looks like this:
N
2
+ 3H
2
→
2NH
3
Explain whether this is a chemical or physical change, and why. Does it involve elements, compounds, mixtures, or pure substances? Also describe how many atoms are involved before and after. What do you notice about the number of atoms?
Answer:
.
Government homeworkUnited States VS James 20121. What brough the.docxlianaalbee2qly
Government homework
United States VS James 2012
1. What brough the case about
2. What was involved inthe case
3. What amendment was being violated or what rights and how
4. Who was the chief justice
5. What was the vote
6. What was the reasoning the justice voted for and against
7. How this affects us today
2 pages typed and double spaced
.
Government Internet AccessAfter you have read the chapter Governm.docxlianaalbee2qly
Government Internet Access
After you have read the chapter “Government, Politics and War” you see that some local governments are providing free or low-cost broadband Internet access to their citizens. Should governments be in the business of providing Internet access? Why or Why not?
Your submitted work should be double-spaced, a maximum of two pages in length. The paper must be submitted in APA format.
.
Good morning!Hope all is well. I need assistance with an assignmen.docxlianaalbee2qly
Good morning!
Hope all is well. I need assistance with an assignment due tomorrow, Monday, November 16, 2015, by 12:00 p.m. (NO EXCEPTIONS). It is fairly simple so that price is not negotiable. ONLY experts in finance should respond as I will be verifying profiles and ratings, and please have one. My send me a chat to discuss and assignment details,
Thanks.
.
Good day. I need help on finishing my worksheet (see attached docume.docxlianaalbee2qly
Good day. I need help on finishing my worksheet (see attached document). It needs to be in APA format. As well as finishing 2 slides with speakers note about Brief psychotic disorder which is described in detailed on the powerpoint slide. I will need this by tomorrow. Both the slide and the worksheet needs in-text citation and reference page.
.
Go to this link and read first httptechnet.microsoft.comen-usli.docxlianaalbee2qly
Go to this link and read first http://technet.microsoft.com/en-us/library/jj200226.aspx.
"Policy Based IP Address Assignment" Please respond to the following:
Per the text, with Server 2012, the option for policy based IP address assignment is available. Discuss the pros and cons of using policy based assignments to segregate mobile devices from the other machines on the network.
Suggest two (2) device types where policy based IP assignment would be an attractive alternative for a network administrator. Justify your selections.
.
Go to the VA site that has the software for thedemonstation.docxlianaalbee2qly
Go to the VA site that has the
software for the
demonstation
of their system. Download the demo, install it and become familiar with it.
When you have completed the assignment, submit a brief report here on whether or not you were able to execute the demo....along with some notations about your impression of the demo.
The site is
http
://
www
.
ehealth
.
va
.gov/
ehealth
/
cprs
_demo.asp
.
(Please note there is an underscore between
cprs
and demo...it is not a space.)
Please see attachment for corrections to allow the demo torun.
.
Go to theU.S. Equal Employment Opportunity Commission website.docxlianaalbee2qly
Go to the
U.S. Equal Employment Opportunity Commission website
and review one or two cases. After reviewing the case, assess the major federal provision/law that was violated and simply list the case title and the staffing law violated. Briefly discuss how you would ensure your organization avoids a similar problem.
.
Go to the following website of the Smithsonian httphumanorigins.docxlianaalbee2qly
Go to the following website of the Smithsonian
http://humanorigins.si.edu
/
and select a topic of interest from the many displayed there. In APA-style format, write a 2-3 page paper that:
1.
Describes the details of the topic
2.
Explains why you chose this particular topic
3.
Describe how the topic relates to Biodiversity and Evolution
4.
Details how a changing environment may have had an effect on the organisms studied in your selected topic
.
Go to EEOC.GOV. Newsroom. Access a document about a recent lawsuit i.docxlianaalbee2qly
Go to EEOC.GOV. Newsroom. Access a document about a recent lawsuit involving race, ethnic, sex, age, national origin, or religion discrimination that was likely to be covered by the media. You should not go back any more than 6 months.
Describe all the alligations, plaintiffs, and resolution of cases.
Document the time periods between the incident and the final resolution.
Search the web for newspaper articles or other media presentations relevant to the case.
Does EEOCs presentation and the media's presentation take different perspectives? Discuss. Give you opinions backed up with facts.
Cite and Source (I need to know where you got your information to verify.
.
Go to a public place where people interact (Starbucks, McDonalds, Ta.docxlianaalbee2qly
Go to a public place where people interact (Starbucks, McDonalds, Target). Observe people's nonverbal communication patterns for one hour. What do you see? What are they using? How are they using it to communicate? Take notes to record how people are communicating messages through their nonverbals.
Then write a summary that discusses what you saw (two pages). Refer back to theories of communication that we covered in the book. Then in additional two pages, discuss the bigger picture of this: What does it mean about communication? Why is it important to communication? What does it mean for your communication? What are things you should take away from this?
You must cite the book at least four times throughout this assignment, and include page numbers where you got the information. This assignment should be a minimum of
four
full pages of writing. (Double space, one inch margins, 12 pt Times new roman font.)
Place your final version in the drop box for week 5.
.
go outside (or inside if that works) and find some animals to obse.docxlianaalbee2qly
go outside (or inside if that works) and find some animals to observe. Spend at least 20-30 minutes observing them and recording their behaviors. Try to use precise language. Record your observations following these guidelines (handwritten for this part of the assignment is ok).
Record the following about your observation site/time:
1.
Date, time, location
2.
Animal(s) being observed
3.
Weather conditions
4.
Any other important things (e.g. is there a walkway right next to where you are observing?)
Be sure to note the following about each observation:
1.
The specific time the observation was made
2.
Which individual(s) is/are doing the behavior…if you can keep track of them.
3.
What specific behavior was observed. (include if it involved other individuals or other incidents, like a person walking by)
.
Globalization and Diversity Impact on Healthcare Organizations Pr.docxlianaalbee2qly
Globalization and Diversity Impact on Healthcare Organizations
Project 9
Unit outcomes addressed in this Assignment:
Explain the attributes of a successful health leader. Describe issues related to globalization, power, followership, and culture change from a health leader’s perspective.
Course outcome addressed in this Assignment:
HA515-2: Evaluate approaches to leading individuals and teams, and eliciting support from senior principles.
HA515-3: Identify change management practices by discussing change sponsorship versus agency of change theory.
HA515-4: Evaluate leadership strategies essential to successfully accomplish change including interpersonal, organizational, and cultural dimensions.
Instructions For this Assignment, outline issues related to globalization, power, followership, and cultural change from a health leader’s perspective. Identify at least 3 major global health issues that have impacted the U.S. health care system, and describe how this has affected and influenced stakeholders.
Relate the global leadership style differences and similarities within the constructs of transformational leadership. Discuss at least 3 critical elements of culture and diversity on the modern health care organization. Also, provide a table or list of cultural attributes to be cognizant of.
Finally, categorize global leadership differences according to a leader’s use of power, technology, and knowledge management. Provide at least 2 leadership approaches for implementing change.
Requirements Your paper must be at least 5 pages in length. Use a minimum of 3 academic references. The entire paper should use APA formatting.
.
Global Health AgendaWhat are some of the opportunities that are av.docxlianaalbee2qly
Global Health Agenda
What are some of the opportunities that are available to develop an interdisciplinary approach to the advance of the World Health Organization (WHO) global health agenda? Describe how the application of multiculturalism and diversity practices and policies can impact the organization you work in respect to those opportunities. Summarize what you have learned in this course to advance how the role of an advance practice nurse can influence this global approach. This is the conclusion to this class. See the different themes we studied to finish this assignment.
Unit 1:
Advance Practice Nurses and Public Policy
·
Listen to the Audio/visual Course Overview.
·
Read the Unit Overview.
·
Complete the Activities.
·
Participate in the Discussion.
·
Participate in the Seminar.
Discussion Board
Unit 2:
Policy Design, Implementation and Program Evaluation
Read the Overview.
Complete the Activities.
Participate in the Discussion.
Complete group contract (template provided).
Discussion Board
Unit 3:
Markets, Funding and Financial Models
·
Read the Overview.
·
Complete the Activities.
·
Participate in the Discussion.
·
Complete the Assignment.
Discussion Board
Assignment
Unit 4:
Financial Models of Reimbursement and Effects on Patients and Healthcare Providers
·
Read the Overview.
·
Complete the Activities.
·
Participate in the Discussion.
Discussion Board
Unit 5:
Health Policies and Organizational Structures
·
Read the Overview.
·
Complete the Activities.
·
Participate in the Discussion
·
Participate in the Seminar.
Discussion Board
Unit 6
: Healthcare Policy Models and Theories
·
Read the Overview.
·
Complete the Activities.
·
Participate in the Discussion.
·
Complete the Assignment.
Discussion Board
Assignment
Unit 7:
Healthcare Reform
·
Read the Overview.
·
Complete the Activities.
·
Participate in the Discussion
·
Participate in the Seminar.
Discussion Board
Unit 8:
Incorporating Genetics Research into Practice
·
Read the Overview.
·
Complete the Activities.
·
Participate in the Discussion.
Discussion Board
Unit 9:
Inter-professional Practice
·
Read the Overview.
·
Complete the Activities.
·
Participate in the Discussion.
·
Complete the Assignment.
Discussion Board
Assignment
Unit 10:
Global Connections
·
Read the Overview.
·
Complete the Activities.
·
Participate in the Discussion.
Discussion Board
.
Global Education and Global Citizenship video and read the article.docxlianaalbee2qly
Global Education and Global Citizenship
video and read the article “
A Model of Global Citizenship: Antecedents and Outcomes
” by Stephen Reysen and Iva Katzarska-Miller. Please take some time to reflect on how the concept of global citizenship has shaped your identity and respond to the following prompts:
Based on the video, explain the importance of educating others on global citizenship.
Address each of the following outcomes of global citizenship as they pertain to the development of your own identity: intergroup empathy, valuing diversity, social justice, environmental sustainability, intergroup helping, and the level of responsibility to act for the betterment of this world (found in the article). Explain how your environment influences these outcomes.
Provide at least two personal examples or events in your life that illustrate the development of global citizenship based on the outcomes.
Analyze how your general education courses influenced you to become a global citizen.
Demonstrate critical thinking by accurately interpreting the evidence (scholarly sources) provided.
Your paper
Must be 750 – 1,000 words in length (excluding title and reference pages) and formatted according to APA style as outlined in the
Must include a separate title page with the following:
Title of paper
Student’s name
Course name and number
Instructor’s name
Date submitted
Must cite at least the two sources used for this assignment.
Must document all sources in APA style as outlined in the
.
Given the power of the media, discuss how you would use an opinion e.docxlianaalbee2qly
Given the power of the media, discuss how you would use an opinion editorial, a personal interview, websites, texting, Facebook, Twitter, and/or blogs to influence public opinion relative to your policy priority ( Access to Healthcare). What issues about media and electronic social networking do you need to consider? Why?
1/2 to 1 page with APA formatting intext citation with a schoolarly article < $5
Masters level standard
It is a Nursing homework
.
Global Trends for the FutureAfter reading Global Trends 2025 A.docxlianaalbee2qly
Global Trends for the Future
After reading "Global Trends 2025: A Transformed World" choose one "Relative Certainty" and one "Key Uncertainty" and express your opinion on the topic and whether or not you agree.
Microsoft word, 1-2 pages, scholarly reviewed citations,APA Format
The 2025 Global Landscape
Relative Certainties
Likely Impact
A global multipolar system is emerging with the rise of China, India, and others. The relative power of nonstate actors - businesses, tribes, religious organizations, and even criminal networks-also will increase.
By 2025 a single "international community" composed of nation-states will no longer exist. Power will be more dispersed with the newer players bringing new rules of the game while risks will increase that the traditional Western alliances will weaken. Rather than emulating Western models of political and economic development, more countries may be attracted to China's alternative development model.
The unprecedented shift in relative wealth and economic power roughly from West to East now under way will continue.
As some countries become more invested in their economic well-being, incentives toward geopolitical stability could increase. However, the transfer is strengthening states like Russia that want to challenge the Western order.
The United States will remain the single most powerful country but will be less dominant.
Shrinking economic and military capabilities may force the US into a difficult set of tradeoffs between domestic versus foreign policy priorities.
Continued economic growth-coupled with 1.2 billion more people by 2025 - will put pressure on energy, food, and water resources.
The pace of technological innovation will be key to outcomes during this period. All current technologies are inadequate for replacing traditional energy architecture on the scale needed.
The number of countries with youthful populations in the "arc of instability"1 will decrease, but the populations of several youth-bulge states are projected to remain on rapid growth trajectories.
Unless employment conditions change dramatically in parlous youth-bulge states such as Afghanistan, Nigeria, Pakistan, and Yemen, these countries will remain ripe for continued instability and state failure.
The potential for conflict will increase owing to rapid changes in parts of the
greater Middle East and the spread of lethal capabilities.
The need for the US to act as regional balancer in the Middle East will increase, although other outside powers-Russia, China and India-will play greater roles than today.
Terrorism is unlikely to disappear by 2025, but its appeal could lessen if economic growth continues in the Middle East and youth unemployment is reduced. For those terrorists that are active the diffusion of technologies will put dangerous capabilities within their reach.
Opportunities for mass-casualty terrorist attacks using chemical, biological, or less likely, nuclear
weapons will increase as technology diffuses .
Global Capital MarketsRead Closing Case Industrial and Commer.docxlianaalbee2qly
Global Capital Markets
Read Closing Case: Industrial and Commercial Bank of China at the end of Chapter 11 in your text. Write a two- to three-page paper, excluding the title and reference pages, with a detailed analysis that addresses the following:
Examine why ICBC felt the need to issue equity in markets outside of China. Describe the advantages and disadvantages of such a move.
Determine the attraction of the ICBC in regards to providing exchange listings to foreign investors. Provide examples of why investors would be interested.
Summarize the risks for a foreigner associated with investing in ICBC. Provide examples of possible risks.
In addition to the required text, provide at least one additional scholarly source to support your point. Your paper should be formatted in APA style as outlined in the Ashford Writing Center.
Carefully review the
Grading Rubric
for the criteria that will be used to evaluate your assignment. Please see Below!
Reference:
Hill, W.L. (2011).
International Business:
Competing in the global marketplace (8th ed.). New York:
McGraw-Hill Irwin.
ISBN:
978-0-07-813719-8
Total Possible Score
: 7.00
Examines Why ICBC Felt the Need to Issue Equity in Markets Outside of China and Describes Advantages and Disadvantages of the Move
Total: 2.00
Distinguished - Expertly examines why ICBC felt the need to issue equity in markets outside of China and thoroughly describes advantages and disadvantages of issuing the equity.
Proficient - Examines why ICBC felt the need to issue equity in markets outside of China and describes advantages and disadvantages of issuing the equity.
Basic - Partially examines why ICBC felt the need to issue equity in markets outside of China and partially describes advantages and disadvantages of issuing the equity.
Below Expectations - Incompletely examines why ICBC felt the need to issue equity in markets outside of China and insufficiently describes advantages and disadvantages of issuing the equity.
Non-Performance - The examination of ICBS’s need to issue equity in outside markets and the description of advantages and disadvantages are either nonexistent or lack the components described in the assignment instructions.
Determines the Attraction of the ICBC in Regards to Providing Exchange Listings to Foreign Investors
Total: 2.00
Distinguished - Thoroughly determines the attraction of the ICBC in regard to providing exchange listings to foreign investors. Provides appropriate examples of why investors would be interested.
Proficient - Determines the attraction of the ICBC in regard to providing exchange listings to foreign investors. Provides examples of why investors would be interested, but some examples may be slightly inappropriate or the determination may be missing minor details.
Basic - Partially determines the attraction of the ICBC in regard to providing exchange listings to foreign investors. Somewhat provides examples of why investors would be intereste.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Fully answer the questions associated with each case below. There ar.docx
1. Fully answer the questions associated with each case below.
There are 6 cases, with 10 questions spread among them. Each
question is worth 10 points for a total of 100 points.
Secnario: You are a paralegal with the Weyland-Yutani
Corporation. Your boss attorney, Sharon Ripley, has asked you
do answer some questions about some HR legal issues that have
arisen.
Case 1
The first case involves Joe Stromboli. Joe is a delivery driver
for Weyland, and after an accident, Joe became 100% deaf in
both ears. The doctors were unable to restore any of Joe’s
hearing. Joe’s manager, Stephanie, believes that communication
with employees and the recipients of the deliveries is an
essential function of the job. Additionally, Joe needs to be able
to participate in the team meetings. Joe’s manager was unsure
whether to proceed, so she referred the case to the Weyland-
Wutani medical staff. The medical employee took one look at
Joe and said no accommodation is possible. When asked why,
the doctor said “Joe’s deaf.” Joe was terminated, and he has
now filed a suit for failure to reasonably accommodate.
The job description for a Weyland-Yutani delivery driver states
that the employee must be able to maintain a Commercial
driver’s license. Additionally, delivery drivers are expected to
take orders from various employees. This is ordinarily done via
hand radio. However, Joe has a cell phone capable of receiving
text messages and emails that could allow him to take orders.
Furthermore, Joe has offered to carry a pen and paper around so
that communication could also be done this way. Joe’s deafness
had no effect on maintaining his CDL, and the firm expects it
2. would make these accommodations fairly cheaply.
1.Can Joe establish a claim for failure to reasonably
accommodate disability? Be sure to list the elements of the
claim and to show how you reached your conclusion.
2.What mistakes—if any—were made? How can these be
corrected in the future?
Case 2
The second case involves Johnson. Johnson is a floor supervisor
in the plant. 55% of the time he is engaged with ordinary
production. However, 45% of the time he is engaged with
supervising his zone, preparing schedules, and dealing with
personnel disputes. If there is a problem, he is responsible for
mobilizing his zone to resolve equitable. He also spends times
meeting with his superiors in order to provide reports on
efficiency of employees and on any other problems that have
arisen. For this, he receives 10% more money than his
subordinates. He had earlier been classified as an FSLA exempt
employee. Now, he is challenging that designation. Although
Weyland has a strict no-overtime policy, Johnson has been
showing up to work early to drink a cup of coffee, smoke a
cigarette, make sure schedules are prepared, doors are unlocked,
and preparing workstations for the day ahead. He typically
arrives an hour early to perform these tasks. Weyland knew that
Johnson was coming in early, and working 45 hours a week.
1.Is Johnson an exempt employee? Be sure to list and discuss
the applicable legal standards as well as some of the factors the
court will consider.
2.Was Johnson’s pre-shift work preliminary?
3.Was Johnson’s work de minimis?
4.Does Weyland’s policy against overtime mean they don’t have
to pay?
3. Case 3
Weyland wishes to modify their pension plan. The current plan
allows employees to either receive $500 a month or $100,000
upfront upon retirement. Both plans also offer a annual ticket to
the company retreat cruise. Seeking to incentives people to
accept $500 a month, Weyland wishes to tie the ticket to
employees receiving $500 a month only to apply retroactively to
$100,000 lump sum plan.
1.Does this violate ERISA? Why or why not?
Case 4
Weyland became aware that a union organizing campaign was
underway in one of its plants. A union supporter was called in
to a meeting with plant managers. At the end of the meeting,
when the employee asked what he was supposed to do if others
wanted to talk with him about unionizing, he was told “[Y]ou’re
to just work and not talk about the Union.” After union
supporters posted material on company bulletin boards, the
flyers were repeatedly taken down. The company then issued a
policy requiring all employees to obtain approval before placing
any material on the boards. Subsequently, the company’s
practice was to refuse to post material of any kind from
employees.
A few months later, several off-duty employees attempted to
distribute prounion flyers in the company parking lot but were
stopped by company officials. They were warned that they were
in violation of company policy. Around the same time,
4. employees passed out union buttons in the plant and left some
of them near a time clock for other employees to pick up.
When company officials learned of this activity, they quickly
called a meeting and warned one union advocate that “I don’t
want to catch you passing [buttons] out, Okay, I don’t want to
see them laying around. You can pass them out when you’re
outside, on your own time, but when you’re here working, you,
you, need to be working.” The officials said that this action was
taken to keep the plant free of clutter and trash.
1.Has Weyland engaged in unfair labor practices in its response
to the union organizing activity?
Case 5
At the end of her shift, a 19 year old salesperson at Weyland
was questioned by two store security officers. She was
questioned in a small room for three hours. One of the security
officers sat behind her on the right side where she could not see
him (she was blind in the right eye). She was asked to sign a
document stating that she was voluntarily waiving her “rights,”
including the right to remain silent. When she asked for further
explanation of the document before she signed it, she was told
that it “doesn’t mean anything” unless you’ve “done something
wrong.” A security officer threatened to call the police and have
her jailed unless she signed a confession. She was told that the
interrogation could last all night and that if she signed a
confession she could probably keep her job. Under these
circumstances she signed. She was fired two days later. The
employee claims that she is agitated and finding it increasingly
difficult to sleep.
1.Does the sales person have a claim for intentional infliction of
5. emotional distress?
Case 6
A female crane operator was told it was Weyland policy that
crane operators urinate over the side of their cranes rather than
stop work to take bathroom breaks. Management justified the
policy by saying that there was a shortage of staff and that it
was necessary for the cranes to operate continuously in that area
of the plant. Shifts for crane operators were typically twelve
hours. There was evidence that the same policy was applied to
male crane operators and that they routinely urinated over the
side or back of their cranes in lieu of bathroom breaks.
1.Does the female crane operator have a valid sex
discrimination claim under disparate impact? What about
disparate treatment?