Please answer the following questions in an MS Word document using A.docxrowthechang
Please answer the following questions in an MS Word document using APA style formatting. For those which you need research to answer, please provide the citations.
What do you think are some of the factors in the modern workplace that contribute to a theft of time? How can those factors be managed?
What does the word Whistleblower mean (legally speaking)? Give an example of whistleblowing.
"Retaliation" has become one of the most often cited reasons for employees filing charges with the EEOC against their employers. Please define "retaliation" in the legal, employment sense - and explain when it is illegal. What can an employee do when they feel they have been retaliated against and for what reasons does retaliation rise to the level of an EEOC lawsuit?
During the course of a day, employee Jennifer Anniestown (an accountant) constantly opens and updates her Facebook account on her iPad, checks on her lottery ticket numbers, calls and talks to her mother for 30 minutes, her children for 10 minutes (she makes sure they get home safely every day) and her husband every afternoon for 15 minutes to see if he or she is making dinner that night. Her employer, Billybob Thornblower listens to each of her phone calls to make sure that she isn't talking to his wife, one of her good friends, about his actions at work. (He is always hitting on the salesgirls, in a good-natured way.) Billybob ends up being fired for sexual harassment when one of the salesgirls complains. Jennifer's new boss, Tracy, notices that Jennifer is doing a ton of personal work during company time. There is no written policy about this issue at the company. To date, Jennifer's work is exemplary. She always has everything done in a timely manner and her books balance at the end of every day. What should Tracy do about this situation?
Last month, Steven Smith was hired as the secretary for lawyer Wayne Wright, who has a drinking problem. Wayne's last secretary quit when Wayne tried to get her to go out with him on a date. So far, Steven and Wayne have gotten along peachy. Steven is subpoenaed to testify in the harassment lawsuit of Wayne's former secretary, and says (under oath) that Wayne has treated him great, but that Wayne also admitted he had asked the secretary out on dates regularly and grabbed her inappropriately. Steven is telling the truth. A few weeks later, Wayne and his firm lose the harassment case and have to pay the prior secretary back pay and reinstate her to her job as part of the damages in the case. The firm terminates Steven so that they can put the old secretary back in her job. Steven asks you what you think he should do. What do you say?
.
Please answer the following questions in an MS Word document using A.docxjanekahananbw
Please answer the following questions in an MS Word document using APA style formatting. For those which you need research to answer, please provide the citations.
What do you think are some of the factors in the modern workplace that contribute to a theft of time? How can those factors be managed?
What does the word Whistleblower mean (legally speaking)? Give an example of whistleblowing.
"Retaliation" has become one of the most often cited reasons for employees filing charges with the EEOC against their employers. Please define "retaliation" in the legal, employment sense - and explain when it is illegal. What can an employee do when they feel they have been retaliated against and for what reasons does retaliation rise to the level of an EEOC lawsuit?
During the course of a day, employee Jennifer Anniestown (an accountant) constantly opens and updates her Facebook account on her iPad, checks on her lottery ticket numbers, calls and talks to her mother for 30 minutes, her children for 10 minutes (she makes sure they get home safely every day) and her husband every afternoon for 15 minutes to see if he or she is making dinner that night. Her employer, Billybob Thornblower listens to each of her phone calls to make sure that she isn't talking to his wife, one of her good friends, about his actions at work. (He is always hitting on the salesgirls, in a good-natured way.) Billybob ends up being fired for sexual harassment when one of the salesgirls complains. Jennifer's new boss, Tracy, notices that Jennifer is doing a ton of personal work during company time. There is no written policy about this issue at the company. To date, Jennifer's work is exemplary. She always has everything done in a timely manner and her books balance at the end of every day. What should Tracy do about this situation?
Last month, Steven Smith was hired as the secretary for lawyer Wayne Wright, who has a drinking problem. Wayne's last secretary quit when Wayne tried to get her to go out with him on a date. So far, Steven and Wayne have gotten along peachy. Steven is subpoenaed to testify in the harassment lawsuit of Wayne's former secretary, and says (under oath) that Wayne has treated him great, but that Wayne also admitted he had asked the secretary out on dates regularly and grabbed her inappropriately. Steven is telling the truth. A few weeks later, Wayne and his firm lose the harassment case and have to pay the prior secretary back pay and reinstate her to her job as part of the damages in the case. The firm terminates Steven so that they can put the old secretary back in her job. Steven asks you what you think he should do. What do you say?
.
Page 1 of 3 Page 1 of 3 Audio Script for Sexual.docxjoyjonna282
Page 1 of 3
Page 1 of 3
Audio Script for Sexual Harassment
Take a moment and answer the following four questions. Click the correct answer.
When you are done, click the “Next” button to continue.
[Beginning of HR593_SH_006]
Female: My name is Brittany Murphy and I was referred to your law office
by my good friend Michelle. I wanted to consult with you about
things that have been taking place at my job where I work as an
Executive Secretary.
Male: Nice to meet you, Brittany. Why don’t you tell me what has been
taking place and we will go from there? I will interject if I have
any questions as you explain what has been taking place. Be sure
to start from the beginning and to tell me everything that has taken
place to give rise to your concern.
Female: Sounds good. Here we go. I was hired by a company called
Personal Connections Are Us, Incorporated as a receptionist in
February 2002. My immediate supervisor was Dwayne Miller.
Dwayne was in charge of all support staff.
Because I answered calls for all 20 employees I was constantly
interacting with everyone on a regular basis. There was no formal
dress code so I was able to wear whatever I wanted to work. I
typically wore jeans, sandals and tank tops.
In my work area I had photos of myself and my boyfriend in
bathing suits from one of our vacations. I also had other pictures
of my friends and family.
One of the other employees, Robert Singer, would constantly stand
in my work area and stare at the photos. It seemed that he was
staring at the photo of me in the bathing suit. Twice he made
comments about my chest that made me really uncomfortable.
Male: Do you recall specifically what he said to you?
Female: Not exactly, but he said something like, “Your [beep] are amazing.
I would love to see you in even less than what you are wearing in
that photo.”
I laughed at that moment but then went into the restroom and threw
up because the comment made me so sick. The next time he made
Page 2 of 3
Page 2 of 3
a similar comment I told him to stop because it made me very
uncomfortable.
In early 2006 I was looking for my picture, the one of me in my
bathing suit, it was missing for a day. It appeared the next day
back in my work area. I thought nothing of it at the time, then
when I walked by Robert’s computer I saw that my photo of me in
my bathing suit was loaded as a screen saver on his computer.
When I went into his computer I found a file with my name on it.
In that file he had computer altered my photo and the upper part of
my body was exposed.
I could not function. I called Robert a pig and told him to stay
away from me. Robert in turn complained to Dwayne that I was
not timely giving him his messages which was totally untrue.
I told some of my coworkers what I saw in Robert’s computer and
the things that he was saying to me. But I was afraid to tel ...
420 pa rt FOUr tHE ORG aNiZ atiON aND tHE PEOPLE iN itBut.docxgilbertkpeters11344
420 pa rt FOUr tHE ORG aNiZ atiON aND tHE PEOPLE iN it
“But is it a small price to pay for severely damaging our
profit picture?” one of the members asked. Then he added, “I
needn’t remind you that our profit outlook directly affects
what we can offer our current employees in terms of salary
and fringe benefits. It directly affects our ability to revise our
salary schedule.” Finally, he asked Phyllis whether she’d
accept the board’s reducing everyone’s current compensa-
tion to meet what Phyllis termed the board’s “obligation to
the past.”
Despite its decided opposition to Phyllis’s proposal, the
board agreed to consider it and render a decision at its next
meeting. As a final broadside, Phyllis hinted that, if the board
didn’t comply with the committee’s request, the committee
was prepared to pursue legal action.
D i s C u s s i o n Q u e s t i o n s
1. If you were a board member, how would you vote?
Why?
2. What moral principles are involved in this case?
3. Do you think Phyllis Warren was unfair in taking advantage
of the board’s implied admission of salary discrimination
on the basis of sex? Why or why not?
4. Do you think Phyllis was wrong in giving the board the
impression that her proposal enjoyed broad support?
Why or why not?
5. If the board rejects the committee’s request, do you
think the committee ought to sue? Give reasons.
in the Case of Vinson V. TayloR, hearD
before the federal district court for the District of Columbia,
Mechelle Vinson alleged that Sidney Taylor, her supervisor at
Capital City Federal Savings and Loan, had sexually harassed
her.71 But the facts of the case were contested.
In court Vinson testified that about a year after she began
working at the bank, Taylor asked her to have sexual rela-
tions with him. She claimed that Taylor said she “owed” him
because he had obtained the job for her. Although she
turned down Taylor at first, she eventually became involved
with him. She and Taylor engaged in sexual relations, she
said, both during and after business hours, in the remaining
three years she worked at the bank. The encounters included
intercourse in a bank vault and in a storage area in the bank
basement. Vinson also testified that Taylor often actually
“assaulted or raped” her. She contended that she was forced
to submit to Taylor or jeopardize her employment.
Taylor, for his part, denied the allegations. He testified that
he had never had sex with Vinson. On the contrary, he alleged
that Vinson had made advances toward him and that he had
C a se 11.4
Consenting to sexual harassment
43075_ch11_ptg01_hr_390-424.indd 420 8/13/12 1:35 PM
ch apter eleven JOB DiSCRimiN atiON 421
declined them. He contended that Vinson had brought the
charges against him to “get even” because of a work-related
dispute.
In its ruling on the case, the court held that if Vinson and
Taylor had engaged in a sexual relationship, that relationship
was voluntar.
Please answer the following questions in an MS Word document using A.docxrowthechang
Please answer the following questions in an MS Word document using APA style formatting. For those which you need research to answer, please provide the citations.
What do you think are some of the factors in the modern workplace that contribute to a theft of time? How can those factors be managed?
What does the word Whistleblower mean (legally speaking)? Give an example of whistleblowing.
"Retaliation" has become one of the most often cited reasons for employees filing charges with the EEOC against their employers. Please define "retaliation" in the legal, employment sense - and explain when it is illegal. What can an employee do when they feel they have been retaliated against and for what reasons does retaliation rise to the level of an EEOC lawsuit?
During the course of a day, employee Jennifer Anniestown (an accountant) constantly opens and updates her Facebook account on her iPad, checks on her lottery ticket numbers, calls and talks to her mother for 30 minutes, her children for 10 minutes (she makes sure they get home safely every day) and her husband every afternoon for 15 minutes to see if he or she is making dinner that night. Her employer, Billybob Thornblower listens to each of her phone calls to make sure that she isn't talking to his wife, one of her good friends, about his actions at work. (He is always hitting on the salesgirls, in a good-natured way.) Billybob ends up being fired for sexual harassment when one of the salesgirls complains. Jennifer's new boss, Tracy, notices that Jennifer is doing a ton of personal work during company time. There is no written policy about this issue at the company. To date, Jennifer's work is exemplary. She always has everything done in a timely manner and her books balance at the end of every day. What should Tracy do about this situation?
Last month, Steven Smith was hired as the secretary for lawyer Wayne Wright, who has a drinking problem. Wayne's last secretary quit when Wayne tried to get her to go out with him on a date. So far, Steven and Wayne have gotten along peachy. Steven is subpoenaed to testify in the harassment lawsuit of Wayne's former secretary, and says (under oath) that Wayne has treated him great, but that Wayne also admitted he had asked the secretary out on dates regularly and grabbed her inappropriately. Steven is telling the truth. A few weeks later, Wayne and his firm lose the harassment case and have to pay the prior secretary back pay and reinstate her to her job as part of the damages in the case. The firm terminates Steven so that they can put the old secretary back in her job. Steven asks you what you think he should do. What do you say?
.
Please answer the following questions in an MS Word document using A.docxjanekahananbw
Please answer the following questions in an MS Word document using APA style formatting. For those which you need research to answer, please provide the citations.
What do you think are some of the factors in the modern workplace that contribute to a theft of time? How can those factors be managed?
What does the word Whistleblower mean (legally speaking)? Give an example of whistleblowing.
"Retaliation" has become one of the most often cited reasons for employees filing charges with the EEOC against their employers. Please define "retaliation" in the legal, employment sense - and explain when it is illegal. What can an employee do when they feel they have been retaliated against and for what reasons does retaliation rise to the level of an EEOC lawsuit?
During the course of a day, employee Jennifer Anniestown (an accountant) constantly opens and updates her Facebook account on her iPad, checks on her lottery ticket numbers, calls and talks to her mother for 30 minutes, her children for 10 minutes (she makes sure they get home safely every day) and her husband every afternoon for 15 minutes to see if he or she is making dinner that night. Her employer, Billybob Thornblower listens to each of her phone calls to make sure that she isn't talking to his wife, one of her good friends, about his actions at work. (He is always hitting on the salesgirls, in a good-natured way.) Billybob ends up being fired for sexual harassment when one of the salesgirls complains. Jennifer's new boss, Tracy, notices that Jennifer is doing a ton of personal work during company time. There is no written policy about this issue at the company. To date, Jennifer's work is exemplary. She always has everything done in a timely manner and her books balance at the end of every day. What should Tracy do about this situation?
Last month, Steven Smith was hired as the secretary for lawyer Wayne Wright, who has a drinking problem. Wayne's last secretary quit when Wayne tried to get her to go out with him on a date. So far, Steven and Wayne have gotten along peachy. Steven is subpoenaed to testify in the harassment lawsuit of Wayne's former secretary, and says (under oath) that Wayne has treated him great, but that Wayne also admitted he had asked the secretary out on dates regularly and grabbed her inappropriately. Steven is telling the truth. A few weeks later, Wayne and his firm lose the harassment case and have to pay the prior secretary back pay and reinstate her to her job as part of the damages in the case. The firm terminates Steven so that they can put the old secretary back in her job. Steven asks you what you think he should do. What do you say?
.
Page 1 of 3 Page 1 of 3 Audio Script for Sexual.docxjoyjonna282
Page 1 of 3
Page 1 of 3
Audio Script for Sexual Harassment
Take a moment and answer the following four questions. Click the correct answer.
When you are done, click the “Next” button to continue.
[Beginning of HR593_SH_006]
Female: My name is Brittany Murphy and I was referred to your law office
by my good friend Michelle. I wanted to consult with you about
things that have been taking place at my job where I work as an
Executive Secretary.
Male: Nice to meet you, Brittany. Why don’t you tell me what has been
taking place and we will go from there? I will interject if I have
any questions as you explain what has been taking place. Be sure
to start from the beginning and to tell me everything that has taken
place to give rise to your concern.
Female: Sounds good. Here we go. I was hired by a company called
Personal Connections Are Us, Incorporated as a receptionist in
February 2002. My immediate supervisor was Dwayne Miller.
Dwayne was in charge of all support staff.
Because I answered calls for all 20 employees I was constantly
interacting with everyone on a regular basis. There was no formal
dress code so I was able to wear whatever I wanted to work. I
typically wore jeans, sandals and tank tops.
In my work area I had photos of myself and my boyfriend in
bathing suits from one of our vacations. I also had other pictures
of my friends and family.
One of the other employees, Robert Singer, would constantly stand
in my work area and stare at the photos. It seemed that he was
staring at the photo of me in the bathing suit. Twice he made
comments about my chest that made me really uncomfortable.
Male: Do you recall specifically what he said to you?
Female: Not exactly, but he said something like, “Your [beep] are amazing.
I would love to see you in even less than what you are wearing in
that photo.”
I laughed at that moment but then went into the restroom and threw
up because the comment made me so sick. The next time he made
Page 2 of 3
Page 2 of 3
a similar comment I told him to stop because it made me very
uncomfortable.
In early 2006 I was looking for my picture, the one of me in my
bathing suit, it was missing for a day. It appeared the next day
back in my work area. I thought nothing of it at the time, then
when I walked by Robert’s computer I saw that my photo of me in
my bathing suit was loaded as a screen saver on his computer.
When I went into his computer I found a file with my name on it.
In that file he had computer altered my photo and the upper part of
my body was exposed.
I could not function. I called Robert a pig and told him to stay
away from me. Robert in turn complained to Dwayne that I was
not timely giving him his messages which was totally untrue.
I told some of my coworkers what I saw in Robert’s computer and
the things that he was saying to me. But I was afraid to tel ...
420 pa rt FOUr tHE ORG aNiZ atiON aND tHE PEOPLE iN itBut.docxgilbertkpeters11344
420 pa rt FOUr tHE ORG aNiZ atiON aND tHE PEOPLE iN it
“But is it a small price to pay for severely damaging our
profit picture?” one of the members asked. Then he added, “I
needn’t remind you that our profit outlook directly affects
what we can offer our current employees in terms of salary
and fringe benefits. It directly affects our ability to revise our
salary schedule.” Finally, he asked Phyllis whether she’d
accept the board’s reducing everyone’s current compensa-
tion to meet what Phyllis termed the board’s “obligation to
the past.”
Despite its decided opposition to Phyllis’s proposal, the
board agreed to consider it and render a decision at its next
meeting. As a final broadside, Phyllis hinted that, if the board
didn’t comply with the committee’s request, the committee
was prepared to pursue legal action.
D i s C u s s i o n Q u e s t i o n s
1. If you were a board member, how would you vote?
Why?
2. What moral principles are involved in this case?
3. Do you think Phyllis Warren was unfair in taking advantage
of the board’s implied admission of salary discrimination
on the basis of sex? Why or why not?
4. Do you think Phyllis was wrong in giving the board the
impression that her proposal enjoyed broad support?
Why or why not?
5. If the board rejects the committee’s request, do you
think the committee ought to sue? Give reasons.
in the Case of Vinson V. TayloR, hearD
before the federal district court for the District of Columbia,
Mechelle Vinson alleged that Sidney Taylor, her supervisor at
Capital City Federal Savings and Loan, had sexually harassed
her.71 But the facts of the case were contested.
In court Vinson testified that about a year after she began
working at the bank, Taylor asked her to have sexual rela-
tions with him. She claimed that Taylor said she “owed” him
because he had obtained the job for her. Although she
turned down Taylor at first, she eventually became involved
with him. She and Taylor engaged in sexual relations, she
said, both during and after business hours, in the remaining
three years she worked at the bank. The encounters included
intercourse in a bank vault and in a storage area in the bank
basement. Vinson also testified that Taylor often actually
“assaulted or raped” her. She contended that she was forced
to submit to Taylor or jeopardize her employment.
Taylor, for his part, denied the allegations. He testified that
he had never had sex with Vinson. On the contrary, he alleged
that Vinson had made advances toward him and that he had
C a se 11.4
Consenting to sexual harassment
43075_ch11_ptg01_hr_390-424.indd 420 8/13/12 1:35 PM
ch apter eleven JOB DiSCRimiN atiON 421
declined them. He contended that Vinson had brought the
charges against him to “get even” because of a work-related
dispute.
In its ruling on the case, the court held that if Vinson and
Taylor had engaged in a sexual relationship, that relationship
was voluntar.
Case 14-2 You Are Not Hurt Good—You’re Fired!CEO Ashley Chen fo.docxannandleola
Case 14-2 You Are Not Hurt? Good—You’re Fired!
CEO Ashley Chen founded ActioNet (AN) in 1998, supporting clients hailing from industries including transportation, manufacturing, telecommunications, retail, the public sector and financial services; their most prominent clients include the Departments of Labor and Energy and Qwest with IT services. AN is a full-service IT firm providing their clients with project management, custom software development, network design, computer security assessment, training, systems integration, and design and consulting services.(1)
AN’s “core values” include instilling integrity in everything they do, innovating to enable their mission, making their customers and each other successful, achieving service delivery excellence and partnering for success.
At ActioNet, we are committed to conducting our business with integrity, not only doing things right, but also doing the right things. We believe in transparency and accuracy with open and honest communication. Being fair and ethical are an integral part of how we do business and strengthens our relationships.(2)
Core values aside, the firms of V. James DeSimone Law and Navab Law won a substantive civil law suit against AN, alleging that their client was subjected to wrongful termination and workplace violence. (See Case 2:14-cv-00792-AB-PJW, Yowan Yang v. ActioNet, Inc.) Why did AN have to pay $2.4 million plus $5 million in punitive damages to Los Angeles employment lawyers Jim DeSimone and Kaveh Navab’s client? How is this possible given the firm’s core values and their belief in open and honest communications?
Mr. Yang was originally hired as an employee of L-3 National Security
Solution
s in September 2008 and became an employee of AN when they took over L-3’s federal contract to the Federal Aviation Administration in April 2010. Yang provided technical support to the contract and was employed by AN because of his prior excellent performance. He continued to excel at his job with AN, obtaining merit pay and superior evaluations, the last one leading to a pay raise merely a few months before his job loss. The problems started at AN when they hired Cy Tymony to provide similar services as Yang. Yang and Tymony were placed on the same work group and worked in close proximity (4 feet away from one another).(3)
Yang said he and Tymony had several public incidents in the workplace, including some in which Tymony was publicly upset because Yang had either stored cans of soda in the office freezer or was eating candy during a staff meeting, according to the amended complaint. Towards the end of the meeting, Tymony pounded his fist against a cubicle, told Yang that he had no respect for others, and cursed several times, the later-filed complaint said. On July 24, 2012, both Tymony and Yang met individually with supervisors to see who would be willing to move to another cubicle, according to the complaint. After Tymony left the meeting, he loudly complained that.
Case 14-2 You Are Not Hurt Good—You’re Fired!CEO Ashley Chen fo.docxannandleola
Case 14-2 You Are Not Hurt? Good—You’re Fired!
CEO Ashley Chen founded ActioNet (AN) in 1998, supporting clients hailing from industries including transportation, manufacturing, telecommunications, retail, the public sector and financial services; their most prominent clients include the Departments of Labor and Energy and Qwest with IT services. AN is a full-service IT firm providing their clients with project management, custom software development, network design, computer security assessment, training, systems integration, and design and consulting services.(1)
AN’s “core values” include instilling integrity in everything they do, innovating to enable their mission, making their customers and each other successful, achieving service delivery excellence and partnering for success.
At ActioNet, we are committed to conducting our business with integrity, not only doing things right, but also doing the right things. We believe in transparency and accuracy with open and honest communication. Being fair and ethical are an integral part of how we do business and strengthens our relationships.(2)
Core values aside, the firms of V. James DeSimone Law and Navab Law won a substantive civil law suit against AN, alleging that their client was subjected to wrongful termination and workplace violence. (See Case 2:14-cv-00792-AB-PJW, Yowan Yang v. ActioNet, Inc.) Why did AN have to pay $2.4 million plus $5 million in punitive damages to Los Angeles employment lawyers Jim DeSimone and Kaveh Navab’s client? How is this possible given the firm’s core values and their belief in open and honest communications?
Mr. Yang was originally hired as an employee of L-3 National Security
Solution
s in September 2008 and became an employee of AN when they took over L-3’s federal contract to the Federal Aviation Administration in April 2010. Yang provided technical support to the contract and was employed by AN because of his prior excellent performance. He continued to excel at his job with AN, obtaining merit pay and superior evaluations, the last one leading to a pay raise merely a few months before his job loss. The problems started at AN when they hired Cy Tymony to provide similar services as Yang. Yang and Tymony were placed on the same work group and worked in close proximity (4 feet away from one another).(3)
Yang said he and Tymony had several public incidents in the workplace, including some in which Tymony was publicly upset because Yang had either stored cans of soda in the office freezer or was eating candy during a staff meeting, according to the amended complaint. Towards the end of the meeting, Tymony pounded his fist against a cubicle, told Yang that he had no respect for others, and cursed several times, the later-filed complaint said. On July 24, 2012, both Tymony and Yang met individually with supervisors to see who would be willing to move to another cubicle, according to the complaint. After Tymony left the meeting, he loudly complained that.
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
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Visit : https://www.avirahi.com/blog/tata-group-dials-taiwan-for-its-chipmaking-ambition-in-gujarats-dholera/
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
Website – www.pmday.org
Youtube – https://www.youtube.com/startuplviv
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The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
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1. HRM 320 ( Employment Law ) Week 2 Assignment
https://homeworklance.com/downloads/hrm-320-employment-law-week-2-assignment/
HRM 320 ( Employment Law ) Week 2 Assignment
Assignment
Please answer the following questions in an MS Word document using APA style formatting. For those which you
need research to answer, please provide the citations.
1. What do you think are some of the factors in the modern workplace that contribute to a theft of time? How
can those factors be managed?
2. What does the word Whistleblower mean (legally speaking)? Give an example of whistleblowing.
3. “Retaliation” has become one of the most often cited reasons for employees filing charges with the EEOC
against their employers. Please define “retaliation” in the legal, employment sense – and explain when it is illegal.
What can an employee do when they feel they have been retaliated against and for what reasons does retaliation rise
to the level of an EEOC lawsuit?
4. During the course of a day, employee Jennifer Anniestown (an accountant) constantly opens and updates
her Facebook account on her iPad, checks on her lottery ticket numbers, calls and talks to her mother for 30 minutes,
her children for 10 minutes (she makes sure they get home safely every day) and her husband every afternoon for 15
minutes to see if he or she is making dinner that night. Her employer, Billybob Thornblower listens to each of her
phone calls to make sure that she isn’t talking to his wife, one of her good friends, about his actions at work. (He is
always hitting on the salesgirls, in a good-natured way.) Billybob ends up being fired for sexual harassment when one
of the salesgirls complains. Jennifer’s new boss, Tracy, notices that Jennifer is doing a ton of personal work during
company time. There is no written policy about this issue at the company. To date, Jennifer’s work is exemplary. She
always has everything done in a timely manner and her books balance at the end of every day. What should Tracy do
about this situation?
5. Last month, Steven Smith was hired as the secretary for lawyer Wayne Wright, who has a drinking problem.
Wayne’s last secretary quit when Wayne tried to get her to go out with him on a date. So far, Steven and Wayne have
gotten along peachy. Steven is subpoenaed to testify in the harassment lawsuit of Wayne’s former secretary, and
says (under oath) that Wayne has treated him great, but that Wayne also admitted he had asked the secretary out on
dates regularly and grabbed her inappropriately. Steven is telling the truth. A few weeks later, Wayne and his firm
lose the harassment case and have to pay the prior secretary back pay and reinstate her to her job as part of the
damages in the case. The firm terminates Steven so that they can put the old secretary back in her job. Steven asks
you what you think he should do. What do you say?
