Inappropriate Behavior 12
Assignment 1: LASA 2: Legal and Ethical Leadership and Management
Susan Pates
Argosy University Online
Businesses Law and Coporate Ethics BUS212 A01
Faculty: Jonathan McGovern
What civil rights laws may prohibit Marwan’s conduct with his fellow co-worker? Do those laws apply to his conduct toward the park guest?
The civil rights laws’ covering this case comes under Title VII of the Civil Rights Act, 1964 (Cooper, 2010). This legislation safeguards the employees against discrimination at workplace on the basis of caste, color, creed, gender, origin (Cooper, 2010). The law applies to all employers whether national, state or local. Any company having fifteen or more employees has to adhere to this law. As per this law, a commission called Equal Employment Opportunities Commission has been set up, to protect people against discrimination and impose this as well as other applicable laws. Discrimination at place of work has always been in existence since long. The U.S. Authorities initiated this law after hearing several cases of harassment. The law safeguards both the employees as well as the applicants applying for job. The law states that no employer can take recruitment decision solely on the basis of the caste, color, creed, gender, or origin of the applicant. He cannot favor anyone on the basis of these factors while selecting or promoting. Also the employer cannot assign any task to the employee on the basis of these factors. The employer has no right to determine the remuneration of an employee on the basis of these factors. He cannot terminate the services of any worker on the basis of these factors. Also the employer is not supposed to show favoritism for paying perquisites, plan of sequestration, leave on account of disability. The most important consideration in this law is that employer cannot harass the employee on the basis of any of these factors i.e. caste, color, creed, gender and origin. It is unlawful to frontier, isolate or categorize employees or the prospective candidates in any manner that can hamper their employment opportunities.
The civil right laws are applicable to the park guests. He has passed lewd remarks and gestures at some of his employees especially the females that it would be right to consider his behavior against the civil rights law- Title VII of the Civil Rights Act, 1964. He has been described by the colleagues as a discriminator towards the opposite sex. He has misconduct his actions and behavior and has also harassed them to stop working. Mr. Marwan has committed sexual harassment of the female employees in two ways. Firstly he made inappropriate body contact with them and secondly he even threatened them to go on a date else he would get them fired. So both these encounters are of the harassment under sexual nature and are governed by the Title VII of the Civil Rights Act, 1964. The .
Sheet1Phase of Business Financal Management needsDebt FinancingEq.docxbjohn46
Sheet1Phase of Business/ Financal Management needsDebt FinancingEquity FinancingGift FinancingFinancing for StartupsConsumer Banks, Commercial Banks, SBA insured loans, Economic development agencies, Incubators, Accelerators, Leasing companies, Personal credit cardsFriends, family, Angels, Venture capital, direct public offering, CrowdfundingPersonal: Cash, pick up the tab, free use, free work, unpaid labor, overpayment, favored status/sweetheart deal forgiveness, deferralFinancing for GrowthCommercial banks, SBA, Private placement loans, Economic development agency, supplliers, leasing company, personal credit cardself generated funds, venture capital, direct public offering, merger, acquisitionInstitutional: SBIR, STTR grant, state grant, incubator, accelerator, dontated capital, tax abatement
Personal: Cash, pick up the tab, free use, free work, unpaid labor, overpayment, favored status/sweetheart deal forgiveness, deferralFinancing for Operationsfactor receivables, business cc, commercial bank, sba, private placement loans, suppliers, leasing companiesself generated funds, venture capital, direct public offeringInstitutional: SBIR, STTR grant, state grant, incubator, accelerator, dontated capital, tax abatement
Personal: Cash, pick up the tab, free use, free work, unpaid labor, overpayment, favored status/sweetheart deal forgiveness, deferralFinancing for Exitconsumer banks, Commercial Banks, SBA, private placement loans, economic development agencies, sba investment companies, suppliers, leasing companies, lines of creditself generate funds, venture capital, direct public offeringInstitutional: SBIR, STTR grant, state grant, incubator, accelerator, dontated capital, tax abatement
Personal: Cash, pick up the tab, free use, free work, unpaid labor, overpayment, favored status/sweetheart deal forgiveness, deferral
1
Email Communication Responses – No. 1 Employment Law Compliance Plan
Email Communication Responses – No. 1 Employment Law Compliance Plan
From:
To: “CEO Smith” [email protected][email protected]
Date: November 28, 2016
Re: Employment Law Compliance Plan
Mr. Smith:
With reference to the email sent to Nov.1, these are and will be the measures to take regarding your request
With the purpose of improving the operation of the company, it is necessary to review and update the policies of the company, as well as everything related to labor laws. This will provide the necessary means to comply with what is established by law and in turn with the company staff. If everything related to these issues is kept up to date, errors are less likely to be made when corrective measures are taken, just as it is of the utmost importance that all the members of the directive know in depth the laws that protect the workforce in all aspects. It is necessary to carry out the appropriate training as soon as possible. Remember that as a team, meeting these requirements is completely necessary.
Every decision taken, entails a res.
Training Progam I delivered for a Pennsylvania Employer in 2013. Info should be closely checked to ensure it is in line with your company policies as well as home state laws and regs.
Some Basic Labor Laws that Benefit Employees and EmployersAmelia Figueroa
Labor laws are important for employees as well as employers. Labor laws ensure safe workplace practices and an equitable relationship between employees and employers. There are certain basic labor laws that are in force in the United States and we'll discuss them briefly in this article.
Sheet1Phase of Business Financal Management needsDebt FinancingEq.docxbjohn46
Sheet1Phase of Business/ Financal Management needsDebt FinancingEquity FinancingGift FinancingFinancing for StartupsConsumer Banks, Commercial Banks, SBA insured loans, Economic development agencies, Incubators, Accelerators, Leasing companies, Personal credit cardsFriends, family, Angels, Venture capital, direct public offering, CrowdfundingPersonal: Cash, pick up the tab, free use, free work, unpaid labor, overpayment, favored status/sweetheart deal forgiveness, deferralFinancing for GrowthCommercial banks, SBA, Private placement loans, Economic development agency, supplliers, leasing company, personal credit cardself generated funds, venture capital, direct public offering, merger, acquisitionInstitutional: SBIR, STTR grant, state grant, incubator, accelerator, dontated capital, tax abatement
Personal: Cash, pick up the tab, free use, free work, unpaid labor, overpayment, favored status/sweetheart deal forgiveness, deferralFinancing for Operationsfactor receivables, business cc, commercial bank, sba, private placement loans, suppliers, leasing companiesself generated funds, venture capital, direct public offeringInstitutional: SBIR, STTR grant, state grant, incubator, accelerator, dontated capital, tax abatement
Personal: Cash, pick up the tab, free use, free work, unpaid labor, overpayment, favored status/sweetheart deal forgiveness, deferralFinancing for Exitconsumer banks, Commercial Banks, SBA, private placement loans, economic development agencies, sba investment companies, suppliers, leasing companies, lines of creditself generate funds, venture capital, direct public offeringInstitutional: SBIR, STTR grant, state grant, incubator, accelerator, dontated capital, tax abatement
Personal: Cash, pick up the tab, free use, free work, unpaid labor, overpayment, favored status/sweetheart deal forgiveness, deferral
1
Email Communication Responses – No. 1 Employment Law Compliance Plan
Email Communication Responses – No. 1 Employment Law Compliance Plan
From:
To: “CEO Smith” [email protected][email protected]
Date: November 28, 2016
Re: Employment Law Compliance Plan
Mr. Smith:
With reference to the email sent to Nov.1, these are and will be the measures to take regarding your request
With the purpose of improving the operation of the company, it is necessary to review and update the policies of the company, as well as everything related to labor laws. This will provide the necessary means to comply with what is established by law and in turn with the company staff. If everything related to these issues is kept up to date, errors are less likely to be made when corrective measures are taken, just as it is of the utmost importance that all the members of the directive know in depth the laws that protect the workforce in all aspects. It is necessary to carry out the appropriate training as soon as possible. Remember that as a team, meeting these requirements is completely necessary.
Every decision taken, entails a res.
Training Progam I delivered for a Pennsylvania Employer in 2013. Info should be closely checked to ensure it is in line with your company policies as well as home state laws and regs.
Some Basic Labor Laws that Benefit Employees and EmployersAmelia Figueroa
Labor laws are important for employees as well as employers. Labor laws ensure safe workplace practices and an equitable relationship between employees and employers. There are certain basic labor laws that are in force in the United States and we'll discuss them briefly in this article.
Understanding workplace discrimination is crucial in order to create an inclusive and fair working environment for all employees. The expert viewpoint of a labor attorney, such as Tremiti LLC, provides valuable insights into this complex issue. Workplace discrimination refers to treating individuals unfairly, negatively, or differently based on their protected characteristics, such as race, gender, age, religion, or disability.
Contact Us:- https://tremitilaw.com/labor-law/
Lina Franco - How to protect your rights job?Lina Franco
Human rights are basic rights that all human beings possess regardless of their race, ethnicity, sex, national or ethnic origin, color, residence, religion or any other status.
If there are both legitimate and illegitimate reasons for discrimi.docxscuttsginette
If there are both legitimate and illegitimate reasons for discrimination then it amounts to:
Mixed motive cases
Disparate impact cases
Disparate treatment cases
Consumer cases
Where a plaintiff establishes illegal discrimination, not on the basis of intentional discriminatory but on the basis of statistical evidence that an employer practice has an adverse impact on a protected class, then it amounts to:
Disparate treatment analysis
Disparate impact analysis
Mixed motive cases
None
The employer’s subjective intent to discriminate is required in a:
Mixed motive case 555
Disparate impact case
Disparate treatment case 236, 307
Antidiscrimination case
Interview questions must be linked to:
Job analysis and performance criterion data
Interpretation of federal laws
Equal Employment Opportunity commissions guidelines
A particular international treaty
The Congress in 1991 provided that Anthe employees who face discrimination at work place; in a disparate treatment case may recover:
Only compensatory damages
Only punitive damages
Only the other form of relief provided by the Act
Compensatory and punitive damages and other relief under the Act
After the 1991 amendments in the Civil Rights Act, plaintiffs can now request that a case be tried before a jury-a major benefit to:
Minorities
Immigrants
Employers
Employees
If a secretary doing high-level administrative work for a company is paid less than a custodial engineer working for the same company; the Equal Pay Act:
Helps the secretary alter the pay inequity
Would not help the secretary change the pay inequity
Mandates the company to give equal pay to both of them
Mandates dismissal of the secretary for raising the issue of pay inequity
Forms of equal pay legislation that were meant to address the discrimination were grounded in the principle of:
Inequality at work
Women and equal pay
Equal pay for equal work
Equal pay for women
When an employee believes that her boss fired her on the basis of gender, she must produce evidence under Civil Rights Act that the firing was:
Not according to the employment agreement
Based on illegal discrimination using the disparate treatment analysis
Based on the conspiracy done by a colleague
Based on the ulterior wrongful motive of the employer
To succeed under Civil Rights Act, women must present evidence that the employer uses criteria for decision making (whether for hiring, promotions, or other use) that have a disproportionately greater:
Natural impact on a women
Impact on men and women
Negative impact on women
Positive impact on women
It is unnecessary to prove discriminatory intent in a:
Disparate impact case
Racial discrimination case
Sexual discrimination case
Discrimination based on their color
An employer facing a disparate impact case can defend itself by producing evidence that the practices or policies that have an adverse impact on a protected class are:
Harmful to the business and are not job-related
Necessary to the business and are job related
Optional.
this presentation discusses sexual harrasment in the workplace. it is a presentation that teachers can use in the business curriculum when teaching human resource management. this presentation also makes refference to the Ontario Human Rights Code and tips for employees and employers.
Agency and Labor LawThe Principal’s Liability on the Contract.docxmilissaccm
Agency and Labor Law
The Principal’s Liability on the Contract
Assignment
Crash agrees to have Steve represent him in various transactions as an agent to secure him performance contracts and endorsement deals.
Crash writes a letter to Bob that Steve is his agent. Unbeknownst to Bob, Crash specifically instructed Steve to only make endorsement deals with Bob. However, Steve signs a contract for Crash to attend a birthday party performance.
In all other cases, Steve has express authority to enter into any contract on behalf of Crash. So Steve makes a contract with Jimmy for a performance at a bar. Jimmy knows Steve is an agent, but he doesn’t know who Steve is an agent for.
Finally, Steve makes an endorsement contract with Fred.
Fred has no idea whether Steve is representing anyone.
Is Crash liable for any of these contracts?
Is Steve liable for any of these contracts?
The requirements below must be met for your paper to be accepted and graded:
NO PLAGARISM!!!!!!!!!!!
Write between 500 – 750 words (approximately 2 – 3 pages) using Microsoft Word.
Attempt APA style, see example below.
Use font size 12 and 1” margins.
Include cover page and reference page.
At least 60% of your paper must be original content/writing.
No more than 40% of your content/information may come from references.
Use at least two references from outside the course material, preferably from EBSCOhost. Text book, lectures, and other materials in the course may be used, but are not counted toward the two reference requirement.
NOTES
Business Law II
Agency
This lecture will cover the law concerning agency.
In a principal-agent relationship, the parties have agreed that the agent will act on behalf and instead of the principal in doing business with third persons. This has some profound consequences, as this will make the principal liable for contracts entered into by the agent and for misdeeds of the agent in many situations. Nonetheless, principal-agent relationships are very common. For example, the employer-employee relationship is one example of such a relationship as is the employer-independent contractor relationship. The significant distinction between these two relationships is the amount of control the principal exercises over the agent in the course of the agent’s duties. And although these two types of principal-agent relationship seem similar, the consequences stemming from each classification are very significant. These consequences include the principal’s liability for the torts of the agent and the principal’s legal obligations toward the agent. For example, the doctrine of respondeat superior will hold the principal liable for torts committed by the agent in most situations. However, it does not apply in the independent contractor situation.
These relationships can be formed in various ways. However, all these relationships require an affirmative indication that the agent agrees to act for the principal and the principal agrees to have the agent .
If you have been mistreated at work, you should contact a Sherman Oaks harassment and discrimination attorneys immediately. Don’t allow your employer to intimidate you or silence you with empty promises and lies. To learn more about your options when filing a discrimination claim, call Mancini & Associates today and schedule your initial case evaluation with them.
BHR 3565, Employment Law 1 Course Learning Outcomes f.docxaryan532920
BHR 3565, Employment Law 1
Course Learning Outcomes for Unit II
Upon completion of this unit, students should be able to:
1. Explain the substance of the relationship between the employer, employee, and independent
contractor.
1.1 Distinguish between proper and improper selection processes that employers use in hiring
employees.
1.2 Discuss how employee testing can be used by employers in hiring employees and how testing
can be misused by employers.
1.3 Describe the requirements that employers must satisfy in properly terminating employees.
1.4 1.4 Identify the situations where an employer may properly require that employees submit to
polygraph testing.
Reading Assignment
Chapter 2:
Selection
Chapter 3:
Testing
Chapter 5:
Termination
Unit Lesson
Employers have a variety of responsibilities that they owe to employees, and those responsibilities exist
throughout the employment relationship, starting before the employment relationship even begins. Employers
are entitled to select employees that they believe have the best qualifications for a specific position and who
they think will do the best job and be the best employees.
However, most of this course deals with issues of discrimination in employment, and employers have to be
concerned about discrimination, beginning with the process of selecting employees. That means that, though
employers are entitled to hire the employees they think are best suited for the job and the employer,
employers still must be careful that they do not discriminate improperly in the selection process.
We will see when we begin talking about discrimination in earnest that not all discrimination is illegal. There
are certain specific “protected classes” that are identified, and discrimination on the basis of the
characteristics of those “protected classes” is prohibited by law. For instance, an employer cannot
discriminate – in aspect of the employment relationship – against people because of their color, race, national
origin, religion, gender, age, or disability. We will also see that discrimination that is not intentional but that
results from a rule or procedure or practice that seems, on its face, to be proper, is still prohibited.
Discrimination that is intentional is called “disparate treatment,” and discrimination that is not intentional but
that results from something that seems to be appropriate is called “disparate impact.” Employers have to be
careful in all aspects of the employment relationship to avoid both disparate treatment and disparate impact
discrimination, including in the hiring process.
Of course, since there are specified classes that cannot be discriminated against, that means that there is
some discrimination that is not prohibited. For instance, if I apply for a job and the employer thinks that my
disposition is too bad for the job that deals with angry customers each day, that employer can refuse to hire
me on that ...
The POSH Act 2013 has significantly impacted workplaces in India, providing victims of sexual harassment with the legal protection they need.
This article provides a Comprehensive Guide to the POSH Act, of 2013
http://finishedexams.com/homework_text.php?cat=2626
Immediate access to solutions for ENTIRE COURSES, FINAL EXAMS and HOMEWORKS “RATED A+" - Without Registration!
2 paragraphs each discussion question with at least two references.docxfelicidaddinwoodie
2 paragraphs each discussion question with at least two references.
Discussion 1
Why are the 1830s and 1840s considered the period when modern police forces were created in the United States? What made these police forces “modern”? What events gave rise to creation of these police forces? What did it take to become a police officer in the nineteenth century? What were the greatest problems affecting police organizations in the nineteenth century?
Discussion 2
Explain how the police are part of our system of “social control” and what is meant by that term.
Discussion 3
What services should police departments provide? Should the police serve only to “fight crime” or “enforce the law?” What do these terms actually mean? How much crime fighting and law enforcement do police departments actually do?
In various occupations, workers may be prohibited from exercising certain rights that, outside the workplace, cannot (or, perhaps, should not) berestricted. At the same time, it has been argued that some behaviors may be restricted by some employers, even when the worker is not atwork, or their off-duty activity or conduct. This can lead to difficult conflicts between employer and employee, as well as among employees.Here we will look at some restrictions that may be imposed to investigate to which rights restrictions employees can and cannot object. We willbegin this discussion by looking at a real-life incident involving employee activity outside of the workplace.
In September 2012, a number of paramedics were placed on administrative leave by their employer for working for another company. Thecompany, American Medical Response Incorporated (AMR) of Connecticut, provides emergency medical care (ambulances, paramedic services,etc.). The suspended paramedics were working for another company, Valley Emergency Medical Service (VEMS).
AMR argued that suspension was appropriate because the other company was a competitor, both companies having bid on a service contract.The paramedics, in response, argued that being suspended was a violation of their rights, and began preliminary work toward a lawsuit underConnecticut's Unfair Trade Practices Act.
What can and cannot any company control about what their employees do when they are not actually at work? AMR argued that theparamedics were aware that they could not work for a competitor; the paramedics claimed that AMR could not legally prevent them from doingso outside of the work they did for AMR.
4.1 The Issue: Restricting Employees' Rights as a Condition of Employment
The case involving the AMR employees is one example of the kind of conflict that arises in the workplace. Those who are in positions ofmanagement and those who work for management often have very different views of what is justified, in terms of what one can do with one'stime off the job. As is so often the case in ethical disputes, few if any would accept the extremes here. For instance, probably no one wouldargue that salaried employees ...
Darlene Berliner explains some of the most important legislation that has developed to protect employees, as well as the many HRM practices that human resources must uphold in order to be a successful company.
Legally Managing Employees
IN THIS CHAPTER, YOU WILL LEARN:
1. To differentiate between an employment agreement and an employee manual.
2. To establish a nondiscriminatory work environment.
3. To implement a procedure designed to eliminate sexual harassment and minimize the risk of penalties resulting from charges of unlawful harassment.
4. To legally manage the complex areas of employee leave, compensation, and performance.
5. To respond appropriately to unemployment claims.
6. To summarize and list the employment records that must be maintained to meet legal requirements.
EMPLOYMENT RELATIONSHIPS
All employers and employees have employment agreements with each other.
Employment agreement: The terms of the employment relationship between an employer and employee that specifies the rights and obligations of each party to the agreement.
Generally, employment agreements in the hospitality industry are established verbally, or with an offer letter.
Offer Letter
offer letters detail the offer made by the employer to the employee.
when properly composed, can help prevent legal difficulties caused by employee or employer misunderstandings.
Offer Letter
Some employers believe offer letters should be used only for managerial positions, but to avoid difficulties, all employees should have signed offer letters in their personnel files.
Components
Employee Manual
In most cases, the offer letter will not detail all of the policies and procedures to which the employer and employee agree.
The topics covered by an employee manual will vary from one organization to another.
Employee Manual
In either case, an important point to remember is that employee manuals are often referenced by the courts to help define the terms of the employment agreement if a dispute arises.
some common topic areas include:
General Policies
Compensation
Benefits
Special Areas
General Policies
Probationary periods
Performance reviews
Disciplinary process
Termination
Attendance
Drug and alcohol testing
Uniforms
Lockers
Personal telephone calls
Appearance and grooming
Compensation
Pay periods
Payroll deductions
Tip-reporting requirements
Timekeeping procedures
Overtime pay policies
Meal periods
Schedule posting
Call-in pay
Sick pay
Vacation pay
Benefits
Health insurance
Dental insurance
Disability insurance
Vacation accrual
Paid holidays
Jury duty
Funeral leave
Retirement programs
Duty meals
Leaves of absence
Transfers
Educational reimbursement plans
Special Areas
Policies against harassment
Grievance and complaint procedures
Family medical leave information
Dispute resolution
Safety rules
Security rules
Emergency preparedness
Employee manuals should be kept up to date, and it should be clearly established that it is the employer, not the employee, who retains the right to revise the employee manual.
Many companies issue employee manuals with a signature page, where employees
Develop a detailed outline for the data collection plan to include .docxbradburgess22840
Develop a detailed outline for the data collection plan to include: (1) required permissions for use of instruments and/or sources of data, (2) proposed sampling approach, (3) detailed data collection steps for each of the instruments and data sources, and (4) a data management plan.
Incorporate instructor feedback on your post to revise the Sources of Data/Instruments and Data Collection sections of the prospectus.
.
Develop a 3–4 page research paper based on a selected case study rel.docxbradburgess22840
Develop a 3–4 page research paper based on a selected case study related to reproductive choices. Since the processes of reproduction and birth represent one of the potential biological outcomes of heterosexual activity, it is important to examine the biological foundations of human sexuality. This includes knowledge of fertilization and early development, including some of the most recent findings. There is more than a litany of birth control methods; this assessment offers a sound basis for understanding the issues to be weighed in personal decision making about contraception and abortion, which continue to generate debate and controversy.
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
Competency 1: Apply psychological theories to topics in human sexuality.
Apply psychological theories to a case study in human sexuality.
Competency 2: Apply scholarly research findings to topics in human sexuality.
Apply scholarly research findings to a case study in human sexuality.
Competency 3: Explain how ethics inform professional behavior in the field of human sexuality.
Explain how ethics inform professional behavior in the field of human sexuality.
Competency 4: Communicate in a manner that is scholarly, professional, and consistent with expectations for professionals in the field of psychology.
Write coherently to support a central idea with correct grammar, usage, and mechanics as expected of a psychology professional.
Use APA format and style.
APA Resources
Because this is a psychology course, you need to format this assessment according to APA guidelines. Additional resources about APA can be found in the Research Resources in the left navigation menu of your courseroom. Use the resources to guide your work as needed.
American Psychological Association. (2010).
Publication manual of the American Psychological Association
(6th ed.). Washington, DC: Author.
Available from the
bookstore
.
APA Paper Template [DOCX]
.
Required Resources
The following resource is required to complete the assessment.
Human Sexuality Case Studies: Sexuality Confronts Social Policy
|
Transcript
.
Suggested Resources
The resources provided here are optional and support the assessment. They provide helpful information about the topics. You may use other resources of your choice to prepare for this assessment; however, you will need to ensure that they are appropriate, credible, and valid. The
PSYC-FP2800 – Introduction to Human Sexuality Library Guide
can help direct your research. The Supplemental Resources and Research Resources, both linked from the left navigation menu in your courseroom, provide additional resources to help support you.
Human Sexuality and Reproductive Choices
Kelly, G. F. (2015).
Sexuality today
(11th ed.). New York, NY: McGraw-Hill.
Available from the
bookstore
.
Chapter 10, "Reprod.
Develop a 5- to 6-slide PowerPoint presentation for a staff meet.docxbradburgess22840
Develop a 5- to 6-slide PowerPoint presentation for a staff meeting that addresses the following:
Identify your selected transition of care. ------" Transitions of care” refer to the movement of patients between health care practitioners, settings, and home as their condition and care need change. For example, a patient might receive care from a primary care physician or specialist in an outpatient setting, then transition to a hospital physician and nursing team during an inpatient admission before moving on to yet another care team at a skilled nursing facility. Finally, the patient might return home, where he or she may receive care from a visiting nurse or support from a family member or friend.
Explain how you, as a nurse leader, along with your healthcare team, would apply systems thinking when providing a transition of care aligned with the IHI Quadruple Aim framework in order to improve it. Explain what the fourth aim in your strategy would be and why.
These are the four areas:
Experience of care
Population health
Per capita cost
Care team well-being
Describe the key stakeholders that might be involved in this transition of care and how you would engage and influence them to improve the transition of care processes.
Explain how systems thinking would inform your improvement plan for your transition of care.
.
Understanding workplace discrimination is crucial in order to create an inclusive and fair working environment for all employees. The expert viewpoint of a labor attorney, such as Tremiti LLC, provides valuable insights into this complex issue. Workplace discrimination refers to treating individuals unfairly, negatively, or differently based on their protected characteristics, such as race, gender, age, religion, or disability.
Contact Us:- https://tremitilaw.com/labor-law/
Lina Franco - How to protect your rights job?Lina Franco
Human rights are basic rights that all human beings possess regardless of their race, ethnicity, sex, national or ethnic origin, color, residence, religion or any other status.
If there are both legitimate and illegitimate reasons for discrimi.docxscuttsginette
If there are both legitimate and illegitimate reasons for discrimination then it amounts to:
Mixed motive cases
Disparate impact cases
Disparate treatment cases
Consumer cases
Where a plaintiff establishes illegal discrimination, not on the basis of intentional discriminatory but on the basis of statistical evidence that an employer practice has an adverse impact on a protected class, then it amounts to:
Disparate treatment analysis
Disparate impact analysis
Mixed motive cases
None
The employer’s subjective intent to discriminate is required in a:
Mixed motive case 555
Disparate impact case
Disparate treatment case 236, 307
Antidiscrimination case
Interview questions must be linked to:
Job analysis and performance criterion data
Interpretation of federal laws
Equal Employment Opportunity commissions guidelines
A particular international treaty
The Congress in 1991 provided that Anthe employees who face discrimination at work place; in a disparate treatment case may recover:
Only compensatory damages
Only punitive damages
Only the other form of relief provided by the Act
Compensatory and punitive damages and other relief under the Act
After the 1991 amendments in the Civil Rights Act, plaintiffs can now request that a case be tried before a jury-a major benefit to:
Minorities
Immigrants
Employers
Employees
If a secretary doing high-level administrative work for a company is paid less than a custodial engineer working for the same company; the Equal Pay Act:
Helps the secretary alter the pay inequity
Would not help the secretary change the pay inequity
Mandates the company to give equal pay to both of them
Mandates dismissal of the secretary for raising the issue of pay inequity
Forms of equal pay legislation that were meant to address the discrimination were grounded in the principle of:
Inequality at work
Women and equal pay
Equal pay for equal work
Equal pay for women
When an employee believes that her boss fired her on the basis of gender, she must produce evidence under Civil Rights Act that the firing was:
Not according to the employment agreement
Based on illegal discrimination using the disparate treatment analysis
Based on the conspiracy done by a colleague
Based on the ulterior wrongful motive of the employer
To succeed under Civil Rights Act, women must present evidence that the employer uses criteria for decision making (whether for hiring, promotions, or other use) that have a disproportionately greater:
Natural impact on a women
Impact on men and women
Negative impact on women
Positive impact on women
It is unnecessary to prove discriminatory intent in a:
Disparate impact case
Racial discrimination case
Sexual discrimination case
Discrimination based on their color
An employer facing a disparate impact case can defend itself by producing evidence that the practices or policies that have an adverse impact on a protected class are:
Harmful to the business and are not job-related
Necessary to the business and are job related
Optional.
this presentation discusses sexual harrasment in the workplace. it is a presentation that teachers can use in the business curriculum when teaching human resource management. this presentation also makes refference to the Ontario Human Rights Code and tips for employees and employers.
Agency and Labor LawThe Principal’s Liability on the Contract.docxmilissaccm
Agency and Labor Law
The Principal’s Liability on the Contract
Assignment
Crash agrees to have Steve represent him in various transactions as an agent to secure him performance contracts and endorsement deals.
Crash writes a letter to Bob that Steve is his agent. Unbeknownst to Bob, Crash specifically instructed Steve to only make endorsement deals with Bob. However, Steve signs a contract for Crash to attend a birthday party performance.
In all other cases, Steve has express authority to enter into any contract on behalf of Crash. So Steve makes a contract with Jimmy for a performance at a bar. Jimmy knows Steve is an agent, but he doesn’t know who Steve is an agent for.
Finally, Steve makes an endorsement contract with Fred.
Fred has no idea whether Steve is representing anyone.
Is Crash liable for any of these contracts?
Is Steve liable for any of these contracts?
The requirements below must be met for your paper to be accepted and graded:
NO PLAGARISM!!!!!!!!!!!
Write between 500 – 750 words (approximately 2 – 3 pages) using Microsoft Word.
Attempt APA style, see example below.
Use font size 12 and 1” margins.
Include cover page and reference page.
At least 60% of your paper must be original content/writing.
No more than 40% of your content/information may come from references.
Use at least two references from outside the course material, preferably from EBSCOhost. Text book, lectures, and other materials in the course may be used, but are not counted toward the two reference requirement.
NOTES
Business Law II
Agency
This lecture will cover the law concerning agency.
In a principal-agent relationship, the parties have agreed that the agent will act on behalf and instead of the principal in doing business with third persons. This has some profound consequences, as this will make the principal liable for contracts entered into by the agent and for misdeeds of the agent in many situations. Nonetheless, principal-agent relationships are very common. For example, the employer-employee relationship is one example of such a relationship as is the employer-independent contractor relationship. The significant distinction between these two relationships is the amount of control the principal exercises over the agent in the course of the agent’s duties. And although these two types of principal-agent relationship seem similar, the consequences stemming from each classification are very significant. These consequences include the principal’s liability for the torts of the agent and the principal’s legal obligations toward the agent. For example, the doctrine of respondeat superior will hold the principal liable for torts committed by the agent in most situations. However, it does not apply in the independent contractor situation.
These relationships can be formed in various ways. However, all these relationships require an affirmative indication that the agent agrees to act for the principal and the principal agrees to have the agent .
If you have been mistreated at work, you should contact a Sherman Oaks harassment and discrimination attorneys immediately. Don’t allow your employer to intimidate you or silence you with empty promises and lies. To learn more about your options when filing a discrimination claim, call Mancini & Associates today and schedule your initial case evaluation with them.
BHR 3565, Employment Law 1 Course Learning Outcomes f.docxaryan532920
BHR 3565, Employment Law 1
Course Learning Outcomes for Unit II
Upon completion of this unit, students should be able to:
1. Explain the substance of the relationship between the employer, employee, and independent
contractor.
1.1 Distinguish between proper and improper selection processes that employers use in hiring
employees.
1.2 Discuss how employee testing can be used by employers in hiring employees and how testing
can be misused by employers.
1.3 Describe the requirements that employers must satisfy in properly terminating employees.
1.4 1.4 Identify the situations where an employer may properly require that employees submit to
polygraph testing.
Reading Assignment
Chapter 2:
Selection
Chapter 3:
Testing
Chapter 5:
Termination
Unit Lesson
Employers have a variety of responsibilities that they owe to employees, and those responsibilities exist
throughout the employment relationship, starting before the employment relationship even begins. Employers
are entitled to select employees that they believe have the best qualifications for a specific position and who
they think will do the best job and be the best employees.
However, most of this course deals with issues of discrimination in employment, and employers have to be
concerned about discrimination, beginning with the process of selecting employees. That means that, though
employers are entitled to hire the employees they think are best suited for the job and the employer,
employers still must be careful that they do not discriminate improperly in the selection process.
We will see when we begin talking about discrimination in earnest that not all discrimination is illegal. There
are certain specific “protected classes” that are identified, and discrimination on the basis of the
characteristics of those “protected classes” is prohibited by law. For instance, an employer cannot
discriminate – in aspect of the employment relationship – against people because of their color, race, national
origin, religion, gender, age, or disability. We will also see that discrimination that is not intentional but that
results from a rule or procedure or practice that seems, on its face, to be proper, is still prohibited.
Discrimination that is intentional is called “disparate treatment,” and discrimination that is not intentional but
that results from something that seems to be appropriate is called “disparate impact.” Employers have to be
careful in all aspects of the employment relationship to avoid both disparate treatment and disparate impact
discrimination, including in the hiring process.
Of course, since there are specified classes that cannot be discriminated against, that means that there is
some discrimination that is not prohibited. For instance, if I apply for a job and the employer thinks that my
disposition is too bad for the job that deals with angry customers each day, that employer can refuse to hire
me on that ...
The POSH Act 2013 has significantly impacted workplaces in India, providing victims of sexual harassment with the legal protection they need.
This article provides a Comprehensive Guide to the POSH Act, of 2013
http://finishedexams.com/homework_text.php?cat=2626
Immediate access to solutions for ENTIRE COURSES, FINAL EXAMS and HOMEWORKS “RATED A+" - Without Registration!
2 paragraphs each discussion question with at least two references.docxfelicidaddinwoodie
2 paragraphs each discussion question with at least two references.
Discussion 1
Why are the 1830s and 1840s considered the period when modern police forces were created in the United States? What made these police forces “modern”? What events gave rise to creation of these police forces? What did it take to become a police officer in the nineteenth century? What were the greatest problems affecting police organizations in the nineteenth century?
Discussion 2
Explain how the police are part of our system of “social control” and what is meant by that term.
Discussion 3
What services should police departments provide? Should the police serve only to “fight crime” or “enforce the law?” What do these terms actually mean? How much crime fighting and law enforcement do police departments actually do?
In various occupations, workers may be prohibited from exercising certain rights that, outside the workplace, cannot (or, perhaps, should not) berestricted. At the same time, it has been argued that some behaviors may be restricted by some employers, even when the worker is not atwork, or their off-duty activity or conduct. This can lead to difficult conflicts between employer and employee, as well as among employees.Here we will look at some restrictions that may be imposed to investigate to which rights restrictions employees can and cannot object. We willbegin this discussion by looking at a real-life incident involving employee activity outside of the workplace.
In September 2012, a number of paramedics were placed on administrative leave by their employer for working for another company. Thecompany, American Medical Response Incorporated (AMR) of Connecticut, provides emergency medical care (ambulances, paramedic services,etc.). The suspended paramedics were working for another company, Valley Emergency Medical Service (VEMS).
AMR argued that suspension was appropriate because the other company was a competitor, both companies having bid on a service contract.The paramedics, in response, argued that being suspended was a violation of their rights, and began preliminary work toward a lawsuit underConnecticut's Unfair Trade Practices Act.
What can and cannot any company control about what their employees do when they are not actually at work? AMR argued that theparamedics were aware that they could not work for a competitor; the paramedics claimed that AMR could not legally prevent them from doingso outside of the work they did for AMR.
4.1 The Issue: Restricting Employees' Rights as a Condition of Employment
The case involving the AMR employees is one example of the kind of conflict that arises in the workplace. Those who are in positions ofmanagement and those who work for management often have very different views of what is justified, in terms of what one can do with one'stime off the job. As is so often the case in ethical disputes, few if any would accept the extremes here. For instance, probably no one wouldargue that salaried employees ...
Darlene Berliner explains some of the most important legislation that has developed to protect employees, as well as the many HRM practices that human resources must uphold in order to be a successful company.
Legally Managing Employees
IN THIS CHAPTER, YOU WILL LEARN:
1. To differentiate between an employment agreement and an employee manual.
2. To establish a nondiscriminatory work environment.
3. To implement a procedure designed to eliminate sexual harassment and minimize the risk of penalties resulting from charges of unlawful harassment.
4. To legally manage the complex areas of employee leave, compensation, and performance.
5. To respond appropriately to unemployment claims.
6. To summarize and list the employment records that must be maintained to meet legal requirements.
EMPLOYMENT RELATIONSHIPS
All employers and employees have employment agreements with each other.
Employment agreement: The terms of the employment relationship between an employer and employee that specifies the rights and obligations of each party to the agreement.
Generally, employment agreements in the hospitality industry are established verbally, or with an offer letter.
Offer Letter
offer letters detail the offer made by the employer to the employee.
when properly composed, can help prevent legal difficulties caused by employee or employer misunderstandings.
Offer Letter
Some employers believe offer letters should be used only for managerial positions, but to avoid difficulties, all employees should have signed offer letters in their personnel files.
Components
Employee Manual
In most cases, the offer letter will not detail all of the policies and procedures to which the employer and employee agree.
The topics covered by an employee manual will vary from one organization to another.
Employee Manual
In either case, an important point to remember is that employee manuals are often referenced by the courts to help define the terms of the employment agreement if a dispute arises.
some common topic areas include:
General Policies
Compensation
Benefits
Special Areas
General Policies
Probationary periods
Performance reviews
Disciplinary process
Termination
Attendance
Drug and alcohol testing
Uniforms
Lockers
Personal telephone calls
Appearance and grooming
Compensation
Pay periods
Payroll deductions
Tip-reporting requirements
Timekeeping procedures
Overtime pay policies
Meal periods
Schedule posting
Call-in pay
Sick pay
Vacation pay
Benefits
Health insurance
Dental insurance
Disability insurance
Vacation accrual
Paid holidays
Jury duty
Funeral leave
Retirement programs
Duty meals
Leaves of absence
Transfers
Educational reimbursement plans
Special Areas
Policies against harassment
Grievance and complaint procedures
Family medical leave information
Dispute resolution
Safety rules
Security rules
Emergency preparedness
Employee manuals should be kept up to date, and it should be clearly established that it is the employer, not the employee, who retains the right to revise the employee manual.
Many companies issue employee manuals with a signature page, where employees
Develop a detailed outline for the data collection plan to include .docxbradburgess22840
Develop a detailed outline for the data collection plan to include: (1) required permissions for use of instruments and/or sources of data, (2) proposed sampling approach, (3) detailed data collection steps for each of the instruments and data sources, and (4) a data management plan.
Incorporate instructor feedback on your post to revise the Sources of Data/Instruments and Data Collection sections of the prospectus.
.
Develop a 3–4 page research paper based on a selected case study rel.docxbradburgess22840
Develop a 3–4 page research paper based on a selected case study related to reproductive choices. Since the processes of reproduction and birth represent one of the potential biological outcomes of heterosexual activity, it is important to examine the biological foundations of human sexuality. This includes knowledge of fertilization and early development, including some of the most recent findings. There is more than a litany of birth control methods; this assessment offers a sound basis for understanding the issues to be weighed in personal decision making about contraception and abortion, which continue to generate debate and controversy.
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
Competency 1: Apply psychological theories to topics in human sexuality.
Apply psychological theories to a case study in human sexuality.
Competency 2: Apply scholarly research findings to topics in human sexuality.
Apply scholarly research findings to a case study in human sexuality.
Competency 3: Explain how ethics inform professional behavior in the field of human sexuality.
Explain how ethics inform professional behavior in the field of human sexuality.
Competency 4: Communicate in a manner that is scholarly, professional, and consistent with expectations for professionals in the field of psychology.
Write coherently to support a central idea with correct grammar, usage, and mechanics as expected of a psychology professional.
Use APA format and style.
APA Resources
Because this is a psychology course, you need to format this assessment according to APA guidelines. Additional resources about APA can be found in the Research Resources in the left navigation menu of your courseroom. Use the resources to guide your work as needed.
American Psychological Association. (2010).
Publication manual of the American Psychological Association
(6th ed.). Washington, DC: Author.
Available from the
bookstore
.
APA Paper Template [DOCX]
.
Required Resources
The following resource is required to complete the assessment.
Human Sexuality Case Studies: Sexuality Confronts Social Policy
|
Transcript
.
Suggested Resources
The resources provided here are optional and support the assessment. They provide helpful information about the topics. You may use other resources of your choice to prepare for this assessment; however, you will need to ensure that they are appropriate, credible, and valid. The
PSYC-FP2800 – Introduction to Human Sexuality Library Guide
can help direct your research. The Supplemental Resources and Research Resources, both linked from the left navigation menu in your courseroom, provide additional resources to help support you.
Human Sexuality and Reproductive Choices
Kelly, G. F. (2015).
Sexuality today
(11th ed.). New York, NY: McGraw-Hill.
Available from the
bookstore
.
Chapter 10, "Reprod.
Develop a 5- to 6-slide PowerPoint presentation for a staff meet.docxbradburgess22840
Develop a 5- to 6-slide PowerPoint presentation for a staff meeting that addresses the following:
Identify your selected transition of care. ------" Transitions of care” refer to the movement of patients between health care practitioners, settings, and home as their condition and care need change. For example, a patient might receive care from a primary care physician or specialist in an outpatient setting, then transition to a hospital physician and nursing team during an inpatient admission before moving on to yet another care team at a skilled nursing facility. Finally, the patient might return home, where he or she may receive care from a visiting nurse or support from a family member or friend.
Explain how you, as a nurse leader, along with your healthcare team, would apply systems thinking when providing a transition of care aligned with the IHI Quadruple Aim framework in order to improve it. Explain what the fourth aim in your strategy would be and why.
These are the four areas:
Experience of care
Population health
Per capita cost
Care team well-being
Describe the key stakeholders that might be involved in this transition of care and how you would engage and influence them to improve the transition of care processes.
Explain how systems thinking would inform your improvement plan for your transition of care.
.
Develop a 5–10-year strategic plan for achieving specific health.docxbradburgess22840
Develop a 5–10-year strategic plan for achieving specific health care quality and safety improvements, based on the analysis you completed in Assessment 1. Use either an AI approach or your SWOT analysis and a chosen strategic planning model.
Note:
Each assessment in this course builds on the work you completed in the previous assessment. Therefore, you must complete the assessments in this course in the order in which they are presented.
SHOW LESS
Evaluation of strategic choices is important. The methods for selecting strategic alternatives help leaders organize significant issues to support decision making. However, it is important that the techniques do not make the decision. Rather, leaders should use the techniques to reveal the inherent situation and to organize their thought processes. This assessment provides you with an opportunity to evaluate and apply some of the techniques for successful strategy development and implementation.
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
Competency 1: Evaluate qualities and skills that promote effective leadership within health care organizations.
Evaluate the leadership qualities and skills that will be most important to successfully implementing a strategic plan and sustaining strategic direction.
Competency 2: Apply strategies to lead high-performing health care teams to meet organizational quality and safety goals.
Develop strategic goal statements and outcomes that support the achievement of specific quality and safety improvements for a care setting.
Justify the relevance of proposed strategic goals and outcomes in relation to the mission, vision, and values of a care setting.
Competency 3: Apply cultural, ethical, and regulatory considerations to leadership decision making.
Analyze the extent to which strategic goals and outcomes address the use of technology and the ethical, cultural, and regulatory environments.
Competency 4: Integrate leadership and health care theories into the role of the nurse leader.
Explain how relevant leadership and health care theories will be used to help achieve proposed strategic goals and objectives.
Competency 5: Communicate with stakeholders and constituencies to build collaborative partnerships and create inclusive work environments.
Communicate analyses clearly and in a way that demonstrates professionalism and respect for stakeholders and colleagues.
Integrate relevant and credible sources of evidence to support assertions, correctly formatting citations and references using APA style.
Suggested Resources
The resources provided here are optional. You may use other resources of your choice to prepare for this assessment; however, you will need to ensure that they are appropriate, credible, and valid. The
MSN-FP6210: Leadership and Management for Nurse Executives Library Guide
can help direct your res.
Develop a 2–4-page proposal for a policy that should help to imp.docxbradburgess22840
Develop a 2–4-page proposal for a policy that should help to improve health care and outcomes for your target population.
Note
: Each assessment in this course builds on the work you completed in the previous assessment. Therefore, you must complete the assessments in this course in the order in which they are presented.
Cost and access to care continue to be main concerns for patients and providers. As technology improves our ability to care for and improve outcomes in patients with chronic and complex illnesses, questions of cost and access become increasingly important. As a master’s-prepared nurse, you must be able to develop policies that will ensure the delivery of care that is effective and can be provided in an ethical and equitable manner.
SHOW LESS
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
Competency 1: Design evidence-based advanced nursing care for achieving high-quality population outcomes.
Propose a policy and guidelines that will lead to improved outcomes and quality of care for a specific issue in a target population.
Competency 2: Evaluate the efficiency and effectiveness of interprofessional interventions in achieving desired population health outcomes.
Analyze the potential for an interprofessional approach to implementing a proposed policy to increase the efficiency or effectiveness of the care setting to achieve high quality outcomes.
Competency 3: Analyze population health outcomes in terms of their implications for health policy advocacy.
Advocate the need for a proposed policy in the context of current outcomes and quality of care for a specific issue in a target population.
Competency 4: Communicate effectively with diverse audiences, in an appropriate form and style, consistent with organizational, professional, and scholarly standards.
Communicate proposal in a professional and persuasive manner, writing content clearly and logically with correct use of grammar, punctuation, and spelling.
Integrate relevant sources to support assertions, correctly formatting citations and references using APA style.
CONTEXT:
As a master's-prepared nurse, you have a valuable viewpoint and voice with which to advocate for policy developments. As a nurse leader and health care practitioner, often on the front lines of helping individuals and populations, you are able to articulate and advocate for the patient more than any other professional group in health care. This is especially true of populations that may be underserved, underrepresented, or are otherwise lacking a voice. By advocating for and developing policies, you are able to help drive improvements in outcomes for specific populations. The policies you advocate for could be internal ones (just within a specific department or health care setting) that ensure quality care and compliance. Or they could be external policies (local, st.
Develop a 10- to 12- slide PowerPoint Presentation designed for .docxbradburgess22840
Develop a 10- to 12- slide PowerPoint Presentation designed for training the staff at a local high school. The PowerPoint Presentation should focus on strategies that promote communication skills among adolescents.
Students are encouraged to approach the assignment creatively, adding graphics, visuals, charts and/or graphs to their work. Slides should be designed to address the selected topic clearly and concisely. Each slide should be developed with professional presentation style (e.g., bulleted items in brief statements rather than complete sentences). Notes should complement the slides and provide details useful to the speaker if an oral presentation were to be given.
Creating the PowerPoint Presentation
The PowerPoint Presentation:
Must be 10 to 12 slides, and formatted according to APA style as outlined by the Ashford Writing Center.
Must include a title slide with the following:
Title of the training
Student’s name
Course name and number
Instructor’s name
Date submitted
Must present a thesis statement regarding why social skills training would be appropriate for adolescents.
Must explain different types of communication (e.g., aggressive and assertive).
Must share four strategies on how adolescents could improve their communication skills.
Must create at least three hypothetical scenarios of problems that adolescents might encounter, including one that involves cultural/ethnic issues. The scenarios should show how adolescents could use improved communication skills to solve these problems.
Must develop conclusions that reiterate the opening thesis statement, include a summary of the social skills training discussed, and offer evidence of its effectiveness.
Must use at least four scholarly sources (in addition to the course text), including a minimum of two from the Ashford Online Library. References are to be provided as needed within the slides.
Must include a separate reference slide, formatted according to APA style as outlined in the Ashford Writing Center.
.
DetailsPlease answer the following questions. 1. Desc.docxbradburgess22840
Details
Please answer the following questions.
1.
Describe the different stages of meiosis
2.
In a certain hypothetical animal, the allele G is responsible for green skin, g is for purple skin color; B is black hair and b is for brown hair. If a male animal with the genotype GgBb is crossed with a female animal with the genotype GgBb, determine the phenotypic ratio of the offspring’s.
Show how you arrived at the ratio using a punned square.
3.
Hemophilia in humans is an
X
-linked recessive disorder. Using a punnet square, show the results of mating between a normal (non-carrier) female and a hemophilic male? What percentage of their offspring’s are hemophilic?
4.
What are linked genes? Are they an exception to Mendel's law of Segregation? Why or why not?
NO Copy Or Past Please
12 point font
.
Despite the literature supporting technology use in schools as ben.docxbradburgess22840
Despite the literature supporting technology use in schools as beneficial for students, and despite the wide use of social technology, schools continue to be slow to change its integration in the classroom (Livingstone, 2012). It is imperative that teachers increase their use of technology in the classroom in order to prepare our K-12 students referred to as "digital natives," for the 21st century. Though many schools have technology available for use (Alger & Kopcha, 2008), barriers exist in incorporating technology into lesson plans, namely teacher reluctance (Keengwe, Onchwari, & Wachira, 2008). Teachers' hesitation in using technology more frequently is due to a number of factors, such as lack of time to learn new technology and incorporate it into lesson plans, beliefs around using technology in instruction, availability of working technology and technical support, comprehensive professional development, and a culture that promotes using new technology, self-efficacy, and teaching methods (Alger & Kopcha, 2008).
Literature Review
Self-Efficacy toward Technology
According to Bandura (1986) individuals possess a self-system that determines how much effort people will expend on any activity. Bandura also asserts that self-efficacy beliefs may be a strong predictor of related performance. Studies have shown a positive correlation between self-efficacy in technology and technology ability (Anderson & Maninger, 2007; Anderson, Grouulx, & Maninger, 2011). According to the technology acceptance model introduced by Davis (1989), there is a correlation between users' perceived ease of use and predicted adoption of technology. In his study investigating Moodles, Yeou (2016) found self-efficacy to be a critical factor in undergraduates' use of the technology tool. In a similar study investigating pre-service teachers, Albion (2001) found that self-efficacy was the most significant factor in predicting technology use. Pre-service and in-service teachers who possess high self-efficacy in regard to technology are more apt to use technology in the classroom because they are more confident in their ability. In their study investigating teachers' use of technology, Holden and Rada (2011) found that self-efficacy directly influenced individuals' ease of use and usability of technology.
Need for Technology Integration
With the adoption of the National Education Technology Plan (NETP), providing access to technology is no longer sufficient; the NETP stresses that schools are expected to ensure "all students understand how to use technologies as a tool to engage in creative, productive, lifelong learning" (p. 16 Herold, 2016). A key element in the plan is the need to move from passive to active use of technology. Often referred to as the "digital use and divide," a gap exists between learners who are using technology in active, creative ways to support their learning and those who predominantly use technology for passive content consumption.
To develop .
Details: http://source.sakaiproject.org/viewsvn/?view=rev&rev=39772
Author: [email protected]
Date: 2008-01-05 09:12:07 -0500 (Sat, 05 Jan 2008)
New Revision: 39772
Modified:
content/branches/sakai_2-5-x/content-impl/impl/src/java/org/sakaiproject/content/impl/ContentServiceSqlOracle.java
content/branches/sakai_2-5-x/content-impl/impl/src/java/org/sakaiproject/content/impl/DbContentService.java
Log:
SAK-12501 merge to 2-5-x: r39622, r39624:5, r39632:3 (resolve conflict from differing linebreaks for r39622)
----------------------
This automatic notification message was sent by Sakai Collab (https://collab.sakaiproject.org/portal) from the Source site.
You can modify how you receive notifications at My Workspace > Preferences.
Details: http://source.sakaiproject.org/viewsvn/?view=rev&rev=39771
Author: [email protected]
Date: 2008-01-04 18:08:50 -0500 (Fri, 04 Jan 2008)
New Revision: 39771
Modified:
bspace/site-manage/sakai_2-4-x/site-manage-tool/tool/src/bundle/sitesetupgeneric.properties
bspace/site-manage/sakai_2-4-x/site-manage-tool/tool/src/java/org/sakaiproject/site/tool/SiteAction.java
Log:
BSP-1415 New (Guest) user Notification
----------------------
This automatic notification message was sent by Sakai Collab (https://collab.sakaiproject.org/portal) from the Source site.
You can modify how you receive notifications at My Workspace > Preferences.
Details: http://source.sakaiproject.org/viewsvn/?view=rev&rev=39770
Author: [email protected]
Date: 2008-01-04 16:09:01 -0500 (Fri, 04 Jan 2008)
New Revision: 39770
Modified:
site-manage/branches/sakai_2-5-x/site-manage-tool/tool/src/webapp/vm/sitesetup/chef_site-siteInfo-list.vm
Log:
merge fix to SAK-9996 into 2-5-x branch: svn merge -r 39687:39688 https://source.sakaiproject.org/svn/site-manage/trunk/
----------------------
This automatic notification message was sent by Sakai Collab (https://collab.sakaiproject.org/portal) from the Source site.
You can modify how you receive notifications at My Workspace > Preferences.
Details: http://source.sakaiproject.org/viewsvn/?view=rev&rev=39769
Author: [email protected]
Date: 2008-01-04 15:44:39 -0500 (Fri, 04 Jan 2008)
New Revision: 39769
Modified:
gradebook/trunk/app/ui/src/java/org/sakaiproject/tool/gradebook/ui/helpers/beans/AssignmentGradeRecordBean.java
gradebook/trunk/app/ui/src/java/org/sakaiproject/tool/gradebook/ui/helpers/producers/GradeGradebookItemProducer.java
gradebook/trunk/app/ui/src/webapp/WEB-INF/applicationContext.xml
gradebook/trunk/app/ui/src/webapp/WEB-INF/bundle/messages.properties
gradebook/trunk/app/ui/src/webapp/WEB-INF/requestContext.xml
Log:
SAK-12180 - Fixed errors with grading helper
----------------------
This automatic notification message was sent by Sakai Collab (https://collab.sakaiproject.org/portal) from the Source site.
You can modify how you receive notifications at My Workspace > Preferences.
Details: http://source.sakaiproject.org/viewsvn/?view=rev&rev=39766
Author: [email prot.
Description:
Ch .17:
Newborn transitioning
Ch. 18:
Nursing management of the
newborn
Ch.19:
Nursing Management at risk:
Pregnancy-related complications
Ch.20:
Nursing Management of the
Pregnancy at Risk: Health
conditions and vulnerable populations
Ch. 21:
Nursing management of
labor and birth at risk
Ch. 22:
Nursing management of the
postpartum woman at risk
.
Description of the assignment The following 4 men created a p.docxbradburgess22840
Description of the assignment:
The following 4 men created a paradigm shift within Western culture: Luther, Columbus, Gutenberg, and Charles Darwin. In this assignment, explain which one of these you deem to have had the most influence on Western culture. Provide concrete reasons that clarify your position. If you include sources, cite them in current APA format. This assignment must be 250–300 words and must include the word count in parentheses. S
.
Description of the AssignmentThis assignment presents a mo.docxbradburgess22840
Description of the Assignment
This assignment presents a modified method for conducting a concept analysis of
one
concept that is important and useful to the nurse practitioner role. The concept for this assignment must be supported by a published
nursing
theory. The selected concept is identified and then the elements of the analysis process are applied in order to synthesize knowledge for application as demonstrated through the creation of a model case. Theoretical applications of the concept are also discussed. Non-nursing theories may
not
be used. Scholarly literature is incorporated throughout the analysis.
Only the elements identified in this assignment should be used for this concept analysis.
Possible Concepts:
The following concepts are not required; students may select one of these concepts or find another concept. Each selected concept must be associated with a nursing theory; the use of non-nursing theories is
not
allowed. If you have any questions regarding your concept or the nursing theory, please consult with your faculty member for assistance.
Please note: the concepts of caring or cultural humility are not permitted for this assignment.
Adaptation
Burnout
Civility
Comfort
Compassion
Compassion fatigue
Competence
Empowerment
Engagement
Health
Leadership
Meaningfulness
Modeling
Noise
Pain
Palliative care
Quality of life
Resilience
Self-care
Sensory overload
Situational awareness
Criteria for Content
Definition/Explanation of the selected nursing concept
Defines/explains the concept using scholarly literature (a dictionary maybe used for this section
only
)
Support from nursing literature is required.
2.
Defining attributes:
A minimum of
three (3)
attributes are required.
Support from nursing literature is required.
Explanation: An attribute identifies characteristics of a concept. For this question, the characteristics of the selected nursing concept are identified and discussed.
Antecedent and Consequence
1 antecedent
of the selected nursing concept.
1 consequence
of the selected nursing concept.
Support from nursing literature is required.
Explanation:
An antecedent is an identifiable occurrence that happens before an event. An antecedent precedes a selected nursing concept. A consequence follows or is the result of an event. The selected consequence follows or is the result of the selected nursing concept.
4.
Model Case
1 Model Case
is created by the student and discussed substantively by demonstrating within the case each of the following areas:
Definition
All identified attributes
Theoretical Applications of the Concept
Explain how the concept applies to the selected nursing theory.
Support from nursing literature is required.
Reflection
Reflect on how the concept analysis findings apply to your advanced nursing practice, specifically as an NP.
Self-reflection may be written in first-person.
Preparing the Assi.
Description of theNationalMilitary Strategy2018.docxbradburgess22840
Description of the
National
Military
Strategy
2018
The Joint Staff
1
Overview
The 2018 National Military Strategy (NMS) provides the
Joint Force a framework for protecting and advancing U.S.
national interests. Pursuant to statute, it reflects a
comprehensive review conducted by the Chairman with the
other members of the Joint Chiefs of Staff and the unified
combatant commanders.
As an overarching military strategic framework, this
strategy implements the substantial body of policy and
strategy direction provided in the 2017 National Security
Strategy, the 2018 National Defense Strategy (NDS), the
Defense Planning Guidance (DPG), and other documents.
The 2018 NMS provides the Chairman’s military advice for
how the Joint Force implements the defense objectives in
the NDS and the direction from the President and the
Secretary of Defense.
The 2018 NMS also reflects lessons learned from
implementing global integration over the last two years. The
strategy articulates a continuum of strategic direction to
frame global integration into three strategy horizons to meet
the challenges of the existing and future security
environment. Force employment addresses planning, force
management, and decisionmaking to fulfill the defense
objectives of the NDS. Force development adapts functions,
capabilities, and concepts to improve the current Joint
Force. Force design innovates to enable the Joint Force to
do what it does differently to retain a competitive advantage
against any adversary.
The vision of the Joint Force articulated in the 2018 NMS is
a Joint Force capable of defending the homeland and
projecting power globally, now and into the future.
2
Strategic Approach
From its global perspective, the NMS premises an adaptive
and innovative Joint Force capable of employing its
capabilities seamlessly across multiple regions and all
domains -- continuing the transition from a regional to a
global mindset and approach.
This strategy
anchors its
approach against a
set of clearly
identified security
trends outlined in
the NDS (see inset).
These trends,
especially those
posed by the
reemergence of
great power
competition with China and Russia, represent the most
difficult challenges facing the Joint Force. However, the full
scope of global integration must recognize uncertainty and
be vigilant for emerging threats to the security and interests
of the United States, its allies and partners. In a security
environment where the homeland is no longer a sanctuary
and every operating domain is contested, competitors and
adversaries will continue to operate across geographic
regions and span multiple domains to offset or erode Joint
Force advantages.
To achieve military advantage over competitors and
adversaries, the NMS introduces the notion of joint
combined arms, defined as the conduct of operational art
through the integration of joint capabilities.
Description This is a 4 page paper about either a creative genius o.docxbradburgess22840
Description: This is a 4 page paper about either a creative genius of your choosing (Thomas Edison? Einstein? Michelangelo? Beyonce? Lucille Ball?) or a creative business (DuPont, Corning, IDEO? Pixar?). You can either read a full biography or research the person or organization using several sources. The paper should include: Description and background of the person/organization, 2) why you chose him/her/it, 3) what this person/org achieved (briefly), 4) how he/she/it fuels their creativity (his or her own, or if a company, its workforce) and 5) include a self reflection. Knowing what they do, what are some things YOU DO to fuel your creativity? What else could you do going forward? . #4 and #5 are most important. At the end of the paper, summarize by listing at least ten to fifteen things that this individual did to fuel his/her/its creativity. Here are some examples:
Da Vinci kept journals and notebooks. He dissected eyes and other body parts. He learned many mediums - painting sculpting, etc.
Ian Flemming (author), designed golf courses in his spare time.
Steven Hillenburg, the creator of Spongebob, had been a marine biology professor who had a keen interest in art and began drawing visual images for his student which he then began animating. He continuously worked on acquiring new skills. He watched old movies.
Beyonce learned dressmaking from her mom, who designed all of her early costumes. Her mom had sewn clothing for priests and nuns in exchange for Beyonce’s tuition.
Etsy has employee-led workshops where associates teach others their hobbies, and they regularly engage their shop owners in planning
The important thing about this project is that you learn and be able to share not just what they achieved, but what they did to nurture their creativity. You must include sources.
.
Describe your experience with electronic healthmedical record.docxbradburgess22840
Describe your experience with electronic health/medical records (EHR/EMR).
Have you used a health care IT system as a patient/provider? If yes, what system(s) did you use?
What were your impressions of the system?
Did you find it user-friendly?
Did you have concerns about privacy/security?
Did it seem to make health care seeking/delivery easier or more burdensome?
.
Description Develop a paper describing how the knowledge, skill.docxbradburgess22840
Description:
Develop a paper describing how the knowledge, skills, or theories
of this course
have been applied or could be applied, in a practical manner to your current work environment. If you are not currently working, share times when you have or could observe these theories and knowledge applied to an employment opportunity in your field of study.
Requirements:
Provide a >500 word (2 or more pages) paper (excluding title and reference pages in page count). The paper should include a title page, body (include Introduction and Conclusion sections), and a reference page. An abstract is not required for this assignment. Use proper APA formatting of the entire paper including sources on the reference page and citations in the body of the paper.
.
Describing Research FindingsResearchers take many steps to p.docxbradburgess22840
Describing Research Findings
Researchers take many steps to prepare, organize, and analyze research data. In this discussion, you will examine the importance of taking a systematic approach to describing research findings. Be sure to address the following in your main post:
What is the purpose of computing descriptive statistics and exploratory analyses?
Why should researchers graph their data? What are the benefits of graphing?
How might you assess the distribution of data?
What does the “spread” of data tell us?
What does Pearson
r
tell us about two variables?
.
Description I. Introduction A. Summarize the client. What is the rat.docxbradburgess22840
Description I. Introduction A. Summarize the client. What is the rationale for seeking counseling?
II. Biopsychosocial Summary
A. Describe the problem that brought the client to treatment. i. Make sure to address any problems, issues, or challenges the client may be facing.
B. Explain the symptoms affecting the client. i. What are the behavioral symptoms? ii. What are the cognitive symptoms? iii. What are the emotional symptoms? iv. What are the physiological symptoms?
C. Identify any environmental factors that may be contributing to the client's problem.
D. Identify any potential harmful behavior: i. Aggression ii. Harm to others iii. Harm to self iv. Criminal activity v. Impulsive behaviors vi. High-risk activity
E. Determine if the client has a family history of the diagnosis. Consider how this may affect the client. F. Use evidence-based research to support the biological factors presented in the case.
G. Outline how the client identifies him- or herself in regard to cultural characteristics. Make sure to add rationale for any answers that are not straightforward. i. What are the addressing factors?
a. Age and generational influences
b. Developmental disabilities (acquired at birth or during childhood)
c. Disabilities acquired later in life (e.g., traumatic brain injury, multiple sclerosis, stroke)
d. Religion and spirituality
e. Ethnic and racial identity
f. Socioeconomic status
g. Sexual orientation
h. Indigenous heritage
i. National origin j. Gender
H. Summarize how the client culturally identifies him- or herself.
i. With the identifiers above, how does the client culturally identify him- or herself? ii. What is the order of importance for the client? Assessment III. Co-occurring Disorders
A. Identify any co-occurring disorders. B. Describe the initial DSM diagnosis. i. What is the overall descriptor of the diagnosis? ii. What criteria must be met to meet the diagnosis? iii. Describe which client behaviors are being used to meet the diagnostic criteria.
C. Discuss the rationale behind the diagnosis. i. Identify what other diagnoses should be ruled out. Make sure to provide rationale. ii. Identify limitations with this diagnosis. Make sure to provide rationale.
D. Use evidence-based research to support your justification. IV. Addiction Assessments
A. Describe how the assessment was administered.
B. Describe the assessment scoring.
C. Summarize the assessment results.
i. How do you interpret the results? Plan V. Recommendations
A. Summarize what you recommend for this client based on the information collected.
i. Describe what you recommend for recovery.
ii. Describe what you recommend for relapse prevention.
resources you would provide to the client. Rubric Guidelines for Submission: Consider using the headings from the critical elements outlined above when drafting your DAP note, as you will do this when you submit for your final project. You may also consider using double spac.
Describes the use of Computers in Nursing in general clearly and com.docxbradburgess22840
Describes the use of Computers in Nursing in general clearly and comprehensively.
Address the significance of Computers, attributes of Computers (i.e., accuracy, cost, accessibility, etc.), and provide specific examples with rationale of situations in which Computers as an educational tool would provide advantages as well as disadvantages.
Relate the use of Computers to the appropriate professional standards and competencies.
.
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
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!
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
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
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.
Francesca Gottschalk - How can education support child empowerment.pptxEduSkills OECD
Francesca Gottschalk from the OECD’s Centre for Educational Research and Innovation presents at the Ask an Expert Webinar: How can education support child empowerment?
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
2024.06.01 Introducing a competency framework for languag learning materials ...
Inappropriate Behavior .docx
1. Inappropriate Behavior
12
Assignment 1: LASA 2: Legal and Ethical Leadership and
Management
Susan Pates
Argosy University Online
Businesses Law and Coporate Ethics BUS212 A01
Faculty: Jonathan McGovern
What civil rights laws may prohibit Marwan’s conduct with his
fellow co-worker? Do those laws apply to his conduct toward
the park guest?
The civil rights laws’ covering this case comes under Title VII
of the Civil Rights Act, 1964 (Cooper, 2010). This legislation
safeguards the employees against discrimination at workplace
on the basis of caste, color, creed, gender, origin (Cooper,
2010). The law applies to all employers whether national, state
or local. Any company having fifteen or more employees has to
adhere to this law. As per this law, a commission called Equal
Employment Opportunities Commission has been set up, to
protect people against discrimination and impose this as well as
other applicable laws. Discrimination at place of work has
always been in existence since long. The U.S. Authorities
initiated this law after hearing several cases of harassment. The
law safeguards both the employees as well as the applicants
applying for job. The law states that no employer can take
recruitment decision solely on the basis of the caste, color,
creed, gender, or origin of the applicant. He cannot favor
anyone on the basis of these factors while selecting or
promoting. Also the employer cannot assign any task to the
employee on the basis of these factors. The employer has no
2. right to determine the remuneration of an employee on the basis
of these factors. He cannot terminate the services of any worker
on the basis of these factors. Also the employer is not supposed
to show favoritism for paying perquisites, plan of sequestration,
leave on account of disability. The most important consideration
in this law is that employer cannot harass the employee on the
basis of any of these factors i.e. caste, color, creed, gender and
origin. It is unlawful to frontier, isolate or categorize employees
or the prospective candidates in any manner that can hamper
their employment opportunities.
The civil right laws are applicable to the park guests. He has
passed lewd remarks and gestures at some of his employees
especially the females that it would be right to consider his
behavior against the civil rights law- Title VII of the Civil
Rights Act, 1964. He has been described by the colleagues as a
discriminator towards the opposite sex. He has misconduct his
actions and behavior and has also harassed them to stop
working. Mr. Marwan has committed sexual harassment of the
female employees in two ways. Firstly he made inappropriate
body contact with them and secondly he even threatened them to
go on a date else he would get them fired. So both these
encounters are of the harassment under sexual nature and are
governed by the Title VII of the Civil Rights Act, 1964. The
unjust treatment given to female employees is punishable under
the Act. The conduct is not only dishonorable but also immoral
(Clark, 1991).
Did Marwan commit sexual harassment? If so, what type?
Explain your answers and the terms you use. Sexual harassment
occurs in the place of work when the employer passes remarks
verbally or non-verbally or makes a physical advance that is
intolerable to the employee. If the employer’s behavior results
in situation due to which the employee’s job is at risk or creates
mental stress which adversely affects the performance at work
or develops a non friendly working environment then it leads to
sexual harassment. These sufferers can be any person who is
3. affected by such unlawful behavior. The civil right laws
safeguard the employees against such intolerable and unethical
behavior of employers. Mr. Marwan has indulged in such
unethical behavior. The national and state laws forbid any
employer to undertake such activity. They also clearly mention
that an employer cannot strike back in opposition to any worker
who charges him under this law. Mr. Marwan has committed
sexual harassment of the female employees in two ways. Firstly
he made inappropriate body contact with them by touching her
breasts and other body parts and secondly he even threatened
them to go on a date else he would get them fired. Both these
instances come under the ambit of this law of sexual
harassment. The civil rights law forbids the employer to
discriminate on the basis of sex. The sexual harassment clause
is covered under this sex factor. There are two types of sexual
advances. One, when the employer asks the employee to return
sexual favors in condition to the employment. These favors
could be verbal, non-verbal or physical. They could be of
explicit or implicit in nature. This type of sexual harassment is
called Quid Pro Quo sexual harassment under the law. The
second type of sexual harassment is creating a non friendly and
non working environment for the employee i.e. creating a
hostile environment for work. In this the working atmosphere
of the employee is made unfriendly by passing remarks of
sexual nature and disturbing the mindset of the employee. This
type of environment affects the performance of the employee at
workplace.
What is the legal nature of Marwan's employment?Legally, Mr.
Marwan is not employed with the company. He has no
employment contract with the organization. An employee is said
to be employed only when he has an employment contract. The
law can offer protection under labor law only if the employment
contract is put in place. This is applicable even for those
circumstances where there is no written employment contract
between the employer and employee. There can be oral
employment contracts also. The employment contract is the
4. basis of the bond between the employer and employee. It is
because of this contract that an employer employee relationship
is created. All the labor laws will only be applicable if there is
an employer employee relationship i.e. there is an oral or
written employment contract.
As per the Act, the meaning of the employee is a person who is
employed by the employer. Exceptions to the definition are
those persons who has been voted for the office of the federal,
state or local by educated and recognized constituency or any
person who is selected by the above mentioned officer for his
own team or any appointed person for making policies and
agreements or any instant consultant chosen for exercising the
legal rights at the office. This exemption does not cover
individuals who are preachers of the civil laws of the service
agreements of the State, federal, any government authority or
any political division. In cases of employment in other
geographical territory, the term covers only US citizens.
Though Mr. Marwan has no legal employment contract with the
Studio Five but he can be said as the employee of the company
because he has been working there since a long period of time.
It would be wise to apply legal labor laws on him as well.
What actions and steps should Studio Five take against
Marwan? Explain what actions you considered and why you
either recommend them or reject them.
The employer Studio Five Theme Park has full right to take
action against Mr. Marwan. The allegation of the female
employee has to be proved after which the employer can take
appropriate action against him for his misconduct. A general
punishment could be that the employer can deduct certain
perquisites available to the employee. Also there is a
probability that the employer can deduct allowances from the
remuneration of the employee. The employer can also sue the
employee for paying damages caused to him and his company
5. and also the pay the legal fees involved. As per the civil rights
law, the range of the damages varies between $50,000 to $
300,000 as per the terms and conditions. The company can sue
the employee for hurting the reputation of the company. Also
the most important action would be to terminate the services of
the employee. This action is seen important in cases of sexual
harassment to safeguard the image of the employer and the
company in public and also forbid other employees to indulge in
such activities. A stricter course of action becomes an example
for everybody. As per the Act, the employee is liable to claim
punitive damages from the employer. The legal remedy
available to the employees against the discrimination of the
employer will not only get compensatory damages but also the
punitive damages. Punitive damages are designed for those
circumstances where the guilty is severely punished. Unlike the
compensatory damages where the designation as well as the
remuneration of the plaintiff is brought back to the original
position i.e. before the crime was committed, punitive damages
do not offer such window. They are simple rules to punish the
offender. Usually under compensatory damages the employees
who have discriminated levy reimbursement of legal fees or
payment of full remuneration, getting back the desired
designation, etc. but this is not so with the punitive damages.
The main aim of the punitive damages is to penalize the guilty
for his misbehavior. These are especially levied in cases of
sexual harassment. For claiming the punitive damages, the
victim need not prove in the court of law unlawful behavior.
Discuss Marwan’s allegation that he is being discriminated
against based on his disability and what response Studio Five
may have to that allegation. What would each of them have to
prove in court.
It will be unjust to say that Mr. Marwan is discriminated against
his physical disability. The senior position that Mr. Marwan
assumes in the company has not come just like this. It must
have taken a long period of time to establish such position. This
6. indicates that physical disability did not play a big role in
progressing him towards the senior position in the company. For
proving the case in the court of law, it is necessary to prove that
the instance happens rather than taking plea under the physical
disability clause. The employer Studio Five terminated the
services of the employee, Marwan. This was a right course of
action. As per the case law it is clear that Mr. Marwan is a man
of unethical behavior. He has been constantly involved in such
kind of activities. When the employees brought the case in front
of the employer, Studio five it was aptly clear that the company
was already aware of such instances happening before. When
Marwan finally crossed his limits beyond the boundary it
became clear that the company felt right to terminate his
services. Had the employer not terminated the services, the
employee with whom such act was done, would have lost faith
in the ideology of the company. So the action of the company is
truly justified. The given situation is very dicey as the cases of
sexual harassment are difficult to prove in the court of law
unless there is a third party who had witnesses the incidence.
However the act clearly says that any act of discrimination or
misconduct has to be proved in the court of law notwithstanding
any doubts against it. Mr. Marwan can take a plea that his
termination was done immediately without conducting any
investigation. So because he was terminated immediately
following a complaint, without giving him a reasonable time to
justify himself, led him to believe that he was removed from the
services because of his physical disability. Also there is a flip
side to the story. The Act provides that the complainant should
ensure that the orders of the Equal Employment Opportunity
Commission prior to filing the case. He is in a position where
he cannot prove his point and claim after a rational suspicion
will surely can negative points for him. The female employee
will have to prove that act of sexual harassment has been done
on her. This will be hard to prove if there were no witnesses at
the site of event. However keeping in mind the past behavior of
the offender, Mr. Marwan there is little room of doubt that such
7. an incidence did not occur. The female employee has a strong
case as the reputation of the offender Mr. Marwan is not good
with the other employees as well.
If the female employees sues Studio Five Theme Park, what
defenses can Studio Five use? Are they liable for Marwan's
conduct even if they were unaware of and did not approve of
Marwan's actions? Explain your answers and the terms you use.
If the female employee sues the company, Studio Five Theme
Park, then the company can always put forward a defense that it
was unaware of the situation. They can also prove in the court
of law that Mr. Marwan is a man of high standards and has been
with the company for a long period of time. Keeping in mind his
physical disability it becomes difficult to trust the allegations.
They can obviously go against the female employee and favor
Mr. Marwan as he has been in service since a long period of
time. Mr. Marwan is the employee of the studio. So it is their
personal liability take due course of action against an employee
who indulges in misbehavior. The company becomes easily
liable for the actions of the employee even if they are unaware
of it. Every company becomes liable for the actions of its
employees. When the employee is hired, whatever actions he
does at the place of work becomes the responsibility of the
company in which he is working. So ideally it is the liability of
the company to protect the female employee against the ghastly
actions of the other employee, Mr. Marwan. It is truly justified
that the company did not approve of the misconduct of the
fellow employee because it was unreasonable to do so. It would
have been unethical if the company would have favored Mr.
Marwan.
If Marwan was a member of a union that had a collective
bargaining agreement with Studio Five, would that change any
of your previous answers?
Yes the answer would have changed in such a case when the
union has the power to protect the employees because Marwan
was a man of high knowledge and dominance of level in the
company. He was in such a strong position that if nay female
8. employee also made allegations against him then it would have
been very difficult to prove it and terminate him. Collective
bargaining is a process in which there are formal negotiations
between the employers and the selected representatives which
were selected among the workers. When there was collective
bargaining the Union and the management made various kinds
of discussions to determine wages, benefits and other working
conditions (Silva , 1996). Agreements have reached the
bargaining table which is written legally in the binding contract
or other collective bargaining agreement. Every member of the
company has the right to have a collective bargaining treatment.
The goal is to provide a process in which the workers have the
equal power with the management in order so as to influence the
working conditions. The right to bargain together was found in
the National Labor Relations Act (NLRA) passed by Congress
in 1935. This act says that the individual workers have the
power to obtain what they want but together with the Union
they have the right and the power to obtain. When the efforts
are united together than mutual gains are seen. A union deserves
the best to improve the conditions where they work as union
power is a member power. If the members are actively
organizing than the agendas are there for improvements and
participate in bargaining process.
What types of company policies, procedures, and actions should
businesses employ to avoid harassment of their employees?
An employer has the responsibility to maintain the work place
that is free of any kind of sexual harrassment. This is a very
big legal obligation and very important also. If there is any
kind of sexual harrasment in the work place than there will be
poor employee morale, low productivity and the company will
have a bad name.
STRATEGIES FOR PREVENTION:
It’s necessary to take certain steps which are necessary for
sexual harassment:
9. · Sexual harassment policy: - a sexual harassment policy should
include terms that will not tolerate sexual harassment, state
which will discipline or fire any wrong doers, set out a clear
procedure for making sexual harassment complaints , state that
will in order tell fully detailed reports regarding sexual
harassment.
· Training employees:- its necessary that companies once every
year conduct training sessions for the employees which teaches
the employees what a wrong deed sexual harassment is ,
explaining that employees have a right to work place which is
free from sexual harassment and other procedures.
· Train supervisors and mangers: - conducting training sessions
for supervisors and managers that are needed to separate
employees .
· Keeping an eye on the work place
· Asking the employees if they are facing any problems in the
workplace. Making sure nothing is interpreted as sexual
harassment has been seen or heard. Taking appropriate actions
in case of sexual harassment when its expected or suspected.
References
Cooper, S. (2010, October 27).Title vii, civil rights act of 1964.
Retrieved from http://www.princeton.edu/
Clark, Charles. "Sexual Harassment: Men and Women in
Workplace Power Struggles." Washington, DC: Congressional
Quarterly, Inc., 1991.
10. Silva , S. (1996).Collective bargaining negotiations. Retrieved
from http://www.ilo.org/
Which of the following is an advantage of corporations relative
to partnerships and sole proprietorships?
Reduced legal liability for investors.
Most common form of organization.
Harder to transfer ownership.
Lower taxes.
The group of users of accounting information charged with
achieving the goals of the business is its
auditors.
managers.
investors.
creditors.
Which of the following financial statements is concerned with
the company at a point in time?
11. Retained Earnings statement.
Statement of cash flows.
Balance sheet.
Income statement.
An income statement
summarizes the changes in retained earnings for a specific
period of time.
presents the revenues and expenses for a specific period of time.
reports the assets, liabilities, and stockholders’ equity at a
specific date.
reports the changes in assets, liabilities, and stockholders’
equity over a period of time.
The most important information needed to determine if
companies can pay their current obligations is the
relationship between current assets and current liabilities.
projected net income for next year.
12. relationship between short-term and long-term liabilities.
net income for this year.
A liquidity ratio measures the
ability of a company to survive over a long period of time.
percentage of total financing provided by creditors.
short-term ability of a company to pay its maturing obligations
and to meet unexpected needs for cash.
income or operating success of a company over a period of time.
The convention of consistency refers to consistent use of
accounting principles
among firms.
13. throughout the accounting periods.
within industries.
among accounting periods.
Horizontal analysis is also known as
trend analysis.
vertical analysis.
common size analysis.
linear analysis.
Horizontal analysis is a technique for evaluating a series of
financial statement data over a period of time
to determine which items are in error.
to determine the amount and/or percentage increase or decrease
that has taken place.
that has been arranged from the highest number to the lowest
number.
14. that has been arranged from the lowest number to the highest
number.
Vertical analysis is a technique that expresses each item in a
financial statement
in dollars and cents.
as a percent of the item in the previous year.
as a percent of a base amount.
starting with the highest value down to the lowest value.
Process costing is used when
the production process is continuous.
production is aimed at filling a specific customer order.
dissimilar products are involved.
costs are to be assigned to specific jobs.
An important feature of a job order cost system is that each job
must be completed before a new job is accepted.
15. must be similar to previous jobs completed.
has its own distinguishing characteristics.
consists of one unit of output.
In a process cost system, product costs are summarized:
when the products are sold.
after each unit is produced.
on production cost reports.
on job cost sheets.
An activity that has a direct cause-effect relationship with the
resources consumed is a(n)
overhead rate.
cost pool.
product activity.
16. cost driver.
Activity-based costing
accumulates overhead in one cost pool, then assigns the
overhead to products and services by means of a cost driver.
assigns activity cost pools to products and services, then
allocates overhead back to the activity cost pools.
allocates overhead directly to products and services based on
activity levels.
allocates overhead to multiple activity cost pools, and it then
assigns the activity cost pools to products and services by
means of cost drivers.
A cost which remains constant per unit at various levels of
activity is a
manufacturing cost.
variable cost.
fixed cost.
mixed cost.
The break-even point is where
17. total sales equal total fixed costs.
contribution margin equals total fixed costs.
total variable costs equal total fixed costs.
total sales equal total variable costs.
Fixed costs are $600,000 and the contribution margin per unit is
$150. What is the break-even point?
4,000 units
1,500 units
$1,500,000
$4,000,000
When a company assigns the costs of direct materials, direct
labor, and both variable and fixed manufacturing overhead to
products, that company is using
product costing.
absorption costing.
variable costing.
18. operations costing.
If a division manager's compensation is based upon the
division's net income, the manager may decide to meet the net
income targets by increasing production when using
variable costing, in order to decrease net income.
variable costing, in order to increase net income.
absorption costing, in order to decrease net income.
absorption costing, in order to increase net income.
An unrealistic budget is more likely to result when it
has been developed in a bottom up fashion.
has been developed in a top down fashion.
has been developed by all levels of management.
is developed with performance appraisal usages in mind.
A major element in budgetary control is
the preparation of long-term plans.
19. the comparison of actual results with planned objectives.
the valuation of inventories.
approval of the budget by the stockholders.
The purpose of the sales budget report is to
control selling expenses.
determine whether sales goals are being met.
determine whether income objectives are being met.
control sales commissions.
The accumulation of accounting data on the basis of the
individual manager who has the authority to make day-to-day
decisions about activities in an area is called
master budgeting.
responsibility accounting.
static reporting.
flexible accounting.
20. Variance reports are
(a) external financial reports.
(b) SEC financial reports.
(c) internal reports for management.
(d) all of these.
Internal reports that review the actual impact of decisions are
prepared by
factory workers.
department heads.
the controller.
management accountants.
The process of evaluating financial data that change under
alternative courses of action is called
incremental analysis.
cost-benefit analysis.
21. double entry analysis.
contribution margin analysis.
Seasons Manufacturing manufactures a product with a unit
variable cost of $100 and a unit sales price of $176. Fixed
manufacturing costs were $480,000 when 10,000 units were
produced and sold. The company has a one-time opportunity to
sell an additional 1,000 units at $140 each in a foreign market
which would not affect its present sales. If the company has
sufficient capacity to produce the additional units, acceptance
of the special order would affect net income as follows:
Income would decrease by $8,000.
Income would increase by $8,000.
Income would increase by $140,000.
Income would increase by $40,000.
Carter, Inc. can make 100 units of a necessary component part
with the following costs:
Direct Materials
$120,000
Direct Labor
20,000
Variable Overhead
60,000
Fixed Overhead
40,000
22. If Carter can purchase the component externally for $220,000
and only $10,000 of the fixed costs can be avoided, what is the
correct make-or-buy decision?
Make and save $10,000
Buy and save $30,000
Make and save $30,000
Buy and save $10,000
A company has a process that results in 15,000 pounds of
Product A that can be sold for $16 per pound. An alternative
would be to process Product A further at a cost of $200,000 and
then sell it for $28 per pound. Should management sell Product
A now or should Product A be processed further and then sold?
What is the effect of the action?
Sell now, the company will be better off by $200,000.
Process further, the company will be better off by $180,000.
Process further, the company will be better off by $20,000.
Sell now, the company will be better off by $20,000.