This document contains information about assignments for an MGT 434 management course. It includes instructions for a Learning Team assignment to create sections of an employee handbook addressing privacy, testing, and performance evaluations for a fictional company. It also includes instructions for an individual assignment analyzing the Family and Medical Leave Act and Occupational Safety and Health Act, and discussion questions about issues like employee drug use and unionization.
Cook Little's Jen Moeckel Presents: Hey Startups: Hire Right!Tom Elliott
Led by employment lawyer Jen Moeckel of Cook Little Rosenblatt, & Manson PLLC, this session will provide an overview of the hiring process, independent contractor/employee/intern classifications, and wage & hour and other compliance issues.
The seminar will also provide tips for designing and implementing employee agreements to protect your company’s IP and confidential information.
Slides presented November 1st, 2012 at the Idea Greenhouse in Durham NH. See www.ideagreenhouse.biz for more information.
Go to: http://www.clrm.com/
Top Ten Reasons Employees Sue Their EmployerPraxiom
Every potential job applicant, employee who enters your workplace, and every former employee who leaves it, represents a potential plaintiff in a lawsuit against your company. This is increasingly true in these difficult economic times. An employee may believe he or she has been discriminated against, harassed, or subjected to retaliation. The employee may just be looking for money - or payback. If your company finds itself in a lawsuit tomorrow, will it be ready to defend its business decisions? In this seminar, Mr. Ussery will discuss the most common factors that motivate employees to sue their employers. More importantly, he will discuss the steps your company can take to defend against liability, if not avoid the lawsuit all together.
DBL Law Partners Bob Hoffer and Kelly Schoening train corporate managers in the basics of employment law. The goal of the training is to help new managers (a) recognize state and federal laws regarding employee issues, (b) spot potential issues before they occur, and (c) promote and maintain a comfortable and productive work environment.
Cook Little's Jen Moeckel Presents: Hey Startups: Hire Right!Tom Elliott
Led by employment lawyer Jen Moeckel of Cook Little Rosenblatt, & Manson PLLC, this session will provide an overview of the hiring process, independent contractor/employee/intern classifications, and wage & hour and other compliance issues.
The seminar will also provide tips for designing and implementing employee agreements to protect your company’s IP and confidential information.
Slides presented November 1st, 2012 at the Idea Greenhouse in Durham NH. See www.ideagreenhouse.biz for more information.
Go to: http://www.clrm.com/
Top Ten Reasons Employees Sue Their EmployerPraxiom
Every potential job applicant, employee who enters your workplace, and every former employee who leaves it, represents a potential plaintiff in a lawsuit against your company. This is increasingly true in these difficult economic times. An employee may believe he or she has been discriminated against, harassed, or subjected to retaliation. The employee may just be looking for money - or payback. If your company finds itself in a lawsuit tomorrow, will it be ready to defend its business decisions? In this seminar, Mr. Ussery will discuss the most common factors that motivate employees to sue their employers. More importantly, he will discuss the steps your company can take to defend against liability, if not avoid the lawsuit all together.
DBL Law Partners Bob Hoffer and Kelly Schoening train corporate managers in the basics of employment law. The goal of the training is to help new managers (a) recognize state and federal laws regarding employee issues, (b) spot potential issues before they occur, and (c) promote and maintain a comfortable and productive work environment.
Mpo601 managing people in organisation-01smumbahelp
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601
Examining the Effect of Emotional Labour on Job Burnout, the Moderating Role ...ijtsrd
The effects of emotional labour on job burnout have been established by researchers with mostly focusing on the health sector. The study qualitatively examined the relationship between surface and deep emotional labour on job burnout among workers in the banking sector. The study used a qualitative method to explore these three subject by going through the Teschseight processes of qualitative data analysis. Data was collected from selected employees form nine GCB bank branches in Kumasi, Ghana. Data was analyzed using rigorous qualitative procedures to arrive the following findings respondents have deep understanding of the subjects under consideration, respondent experienced burnouts when they employ more surface emotional tactics and less burnouts when they employ deep emotional labour tactics. Workload influenced the relationship between both surface or deep emotional labour and burnout. The study recommends the reduction in the use of surface emotional tactics as it leads to burnout among employees, the task should be assigned proportionately with the enabling environment for task performance created by employers to limit burnout among employee. Nkyi Deborah | Zhenmei Rong "Examining the Effect of Emotional Labour on Job Burnout, the Moderating Role of Workload: A Qualitative Study" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-6 , October 2020, URL: https://www.ijtsrd.com/papers/ijtsrd35773.pdf Paper Url: https://www.ijtsrd.com/management/hrm-and-retail-business/35773/examining-the-effect-of-emotional-labour-on-job-burnout-the-moderating-role-of-workload-a-qualitative-study/nkyi-deborah
The Ruby Files: Transition and the Fight for Bathroom EqualityPolsinelli PC
In our final webinar on The Ruby Files: Managing the Challenging Employee, we continue to follow Ruby as her changing circumstances present her employers with a variety of legal complications.
Ruby decides to try her hand at a company charged with customer support of a nationwide franchisee network. The parent company has a union, and Ruby organizes her fellow co-workers to form a local branch. In course of negotiations, Ruby announces she now identifies as a man – goodbye Ruby, hello Rudy. The employee bathroom becomes a source of tension in the office, with neither Rudy nor his fellow coworkers happy about the impact of Rudy’s transition on the facilities and their assigned use. How can the company stay legally compliant and sensitive to Rudy’s legitimate needs, while still addressing concerns of all involved?
Polsinelli’s Labor and Employment attorneys, as well as Dov Scherzer, a shareholder in the Intellectual Property practice, will cover the legal hot buttons covered in this webinar, specifically:
-Union organizing campaigns and impact upon workplace
-Franchisor/franchisee conflict
-Transition of transgender employees and practical application in everyday workplace
Move from industrial to employment relations revisedmusyokasaff
Kindly find this paper useful in all fields, you can as well share the resource with friends in all learning institutions. This is entirely the my original work. The paper will also be useful in fields like medicine, law and social science.
Hiring Hazards: How to Avoid the 7 Most Common Legal LandminesComplyRight, Inc.
Hiring talented, hard-working employees is a vital part of running a successful business. But it’s not always easy – nor is it risk-free. Make one wrong move, and a job seeker could sue your company for discriminatory or unfair hiring practices.
In this climate of heightened attention and regulatory enforcement, you can’t afford to cut corners when hiring. Strict compliance with employment laws comes into play at nearly every stage – from writing a job description and placing an ad to interviewing and screening applicants. This free webinar will examine the biggest legal landmines when hiring, with practical pointers on navigating a safe and compliant hiring path.
Watch now and learn:
- Why your job application may be illegal
- 5 questions you should NEVER ask candidates
- How to use pre-employment testing without getting into trouble
- The proper – and legal – way to construct a job offer
- Tips for completing new hire paperwork correctly
- The one thing you should provide to every new employee for your protection
Kindly find this paper useful in all fields, you can as well share the resource with friends in all learning institutions. This is entirely the my original work. The paper will also be useful in fields like medicine, law and social science.
Mpo601 managing people in organisation-01smumbahelp
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601
Examining the Effect of Emotional Labour on Job Burnout, the Moderating Role ...ijtsrd
The effects of emotional labour on job burnout have been established by researchers with mostly focusing on the health sector. The study qualitatively examined the relationship between surface and deep emotional labour on job burnout among workers in the banking sector. The study used a qualitative method to explore these three subject by going through the Teschseight processes of qualitative data analysis. Data was collected from selected employees form nine GCB bank branches in Kumasi, Ghana. Data was analyzed using rigorous qualitative procedures to arrive the following findings respondents have deep understanding of the subjects under consideration, respondent experienced burnouts when they employ more surface emotional tactics and less burnouts when they employ deep emotional labour tactics. Workload influenced the relationship between both surface or deep emotional labour and burnout. The study recommends the reduction in the use of surface emotional tactics as it leads to burnout among employees, the task should be assigned proportionately with the enabling environment for task performance created by employers to limit burnout among employee. Nkyi Deborah | Zhenmei Rong "Examining the Effect of Emotional Labour on Job Burnout, the Moderating Role of Workload: A Qualitative Study" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-6 , October 2020, URL: https://www.ijtsrd.com/papers/ijtsrd35773.pdf Paper Url: https://www.ijtsrd.com/management/hrm-and-retail-business/35773/examining-the-effect-of-emotional-labour-on-job-burnout-the-moderating-role-of-workload-a-qualitative-study/nkyi-deborah
The Ruby Files: Transition and the Fight for Bathroom EqualityPolsinelli PC
In our final webinar on The Ruby Files: Managing the Challenging Employee, we continue to follow Ruby as her changing circumstances present her employers with a variety of legal complications.
Ruby decides to try her hand at a company charged with customer support of a nationwide franchisee network. The parent company has a union, and Ruby organizes her fellow co-workers to form a local branch. In course of negotiations, Ruby announces she now identifies as a man – goodbye Ruby, hello Rudy. The employee bathroom becomes a source of tension in the office, with neither Rudy nor his fellow coworkers happy about the impact of Rudy’s transition on the facilities and their assigned use. How can the company stay legally compliant and sensitive to Rudy’s legitimate needs, while still addressing concerns of all involved?
Polsinelli’s Labor and Employment attorneys, as well as Dov Scherzer, a shareholder in the Intellectual Property practice, will cover the legal hot buttons covered in this webinar, specifically:
-Union organizing campaigns and impact upon workplace
-Franchisor/franchisee conflict
-Transition of transgender employees and practical application in everyday workplace
Move from industrial to employment relations revisedmusyokasaff
Kindly find this paper useful in all fields, you can as well share the resource with friends in all learning institutions. This is entirely the my original work. The paper will also be useful in fields like medicine, law and social science.
Hiring Hazards: How to Avoid the 7 Most Common Legal LandminesComplyRight, Inc.
Hiring talented, hard-working employees is a vital part of running a successful business. But it’s not always easy – nor is it risk-free. Make one wrong move, and a job seeker could sue your company for discriminatory or unfair hiring practices.
In this climate of heightened attention and regulatory enforcement, you can’t afford to cut corners when hiring. Strict compliance with employment laws comes into play at nearly every stage – from writing a job description and placing an ad to interviewing and screening applicants. This free webinar will examine the biggest legal landmines when hiring, with practical pointers on navigating a safe and compliant hiring path.
Watch now and learn:
- Why your job application may be illegal
- 5 questions you should NEVER ask candidates
- How to use pre-employment testing without getting into trouble
- The proper – and legal – way to construct a job offer
- Tips for completing new hire paperwork correctly
- The one thing you should provide to every new employee for your protection
Kindly find this paper useful in all fields, you can as well share the resource with friends in all learning institutions. This is entirely the my original work. The paper will also be useful in fields like medicine, law and social science.
It is indeed hard for an organization today to exploit the full potential of Big Data. According to one study, “99.95% data is not even analyzed today”. Yet, despite how broadly Big Data is being discussed, it appears that it is still a very big mystery to many. In fact, outside of the experts who have a strong command of this topic, the misunderstandings around Big Data seem to have reached mythical proportions. Here are the top three myths.
HUS 335: Interpersonal Helping Skills
Case Assessment Format
The case assessment takes place after the intake and assessment interviews have been conducted. The helping professional must evaluate the application for services to determine eligibility for services. This is just one process for conducting a case assessment.
Step 1. Provide me with your agency’s profile with your eligibility guidelines (on a separate page)
Step 2. Review the case assessment process (things to think about as you complete the assessment)
Step 3. Complete the Case Assessment (p. 2)
I. Examine your agency’s guidelines for eligibility as well as federal or state guidelines, if applicable. What are your agency’s guidelines for eligibility?
II. Review all the information you have gather on your client during the initial contact, intake, and assessment phases.
a. Applicant’s reason for applying for services
b. His/her background
c. Strengths
d. Weaknesses
e. The problem that is causing difficulty
f. What the applicants want to have happen as a result of service delivery
III. Determine if the client is eligible for services at your agency.
A. Is the client eligible for services? Why or why not?
B. What problems are identified (i.e., presenting problem)?
C. Are services or resources available that relate to the problems identified?
D. Will the agency’s involvement help the client reach the objectives goals that have been established.
E. Is more information needed (e.g., referral source, client’s family, chool officials, employer, medical doctor, mental health professional, previous social service agencies, etc.)
IV. Impressions
V. Assessment
VI. Service Identification/Recommendations for Services
VII. Case Assignment
Your Agency’s Name
Case Assessment
Pseudo Client Name: ____________________________________________ Date: _________________
Human Services Professional: ______________________________________ Title: _________________
Intake Date: ______________________ Assessment Interview Date: _________________________
I. Demographic description of client
Age, gender, cultural background, race, socioeconomic status, religion, occupation, marital/family status, education
II. Presenting Problem
Indicate referral source (e.g., self-referred or agency referral). If an agency referred the client, state why they referred the client to your agency.
State what brought the client to your agency from the client’s perspective. (This only needs to be a few sentences and not the history of the client.)
III. Impression/Interview affect, behavior, and mental status
How does the client appear to you (grooming, dress, voice, tone, mood, timeliness for the interview, cooperativeness, etc.)? Has this been consistent or changed throughout sessions (intake and assessment interview sessions)?
IV. History
Present the history as objectively as possible and only key information. Facts that were collected from the client, significant records, and referral source. Let the facts s ...
MOD 1Ethical Decision MakingStart by reading and following the.docxroushhsiu
MOD 1
Ethical Decision Making
Start by reading and following these instructions:
1. Quickly skim the questions or assignment below and the assignment rubric to help you focus.
2. Read the required chapter(s) of the textbook and any additional recommended resources. Some answers may require you to do additional research on the Internet or in other reference sources. Choose your sources carefully.
3. Consider the course discussions so far and any insights gained from it.
4. Create your Assignment submission and be sure to cite your sources if needed, use APA style as required, and check your spelling.
Assignment:
1. You are asked to give a speech to a high school FBLA (Future Business Leaders of America) class that will introduce them to business ethics. Write a 1-2 page outline of your speech. Also include why you will cover the information and real-life cases you would.
2. Explain how a major trend in the environment has affected your profession, job, or skills— as a professional or student. Be specific. Are any ethical consequences involved, and has this trend affected you?
3. You are applying to a prestigious organization for an important, highly visible position. The application requires you to describe an ethical dilemma in your history and how you handled it. Describe the dilemma and your ethical position. Be sure to fully explain the entire situation. Also discuss how your personal ethical values influenced your decisions and behavior in this matter. (Note those instances where you might find that there was some difference between these aspirational/espoused values and your actual behavior).
4. You are a staff associate at a major public accounting firm and graduated from college two years ago. You are working on an audit for a small, non-profit religious publishing firm. After performing tests on the royalty payables system, you discover that for the past five years, the royalty payable system has miscalculated the royalties it owes to authors for their publications. The firm owes almost $100,000 in past due royalties. All of the contracts with each author are negotiated differently. However, each author’s royalty percentage will increase at different milestones in books sold (i.e., 2% up to $10,000 and 3% thereafter). The software package did not calculate the increases, and none of the authors ever received their increase in royalty payments. At first you can’t believe that none of the authors ever realized they were owed their money. You double check your calculations and then present your findings to the senior auditor on the job.
Much to your surprise, his suggestion is to pass over this finding. He suggests that you sample new additional royalty contracts and document that you expanded your testing and found nothing wrong. The firm’s audit approach is well documented in this area and is firmly based on statistical sampling. Because you had found multiple errors in the small number of royalty contracts tested, the firm’s approach s ...
assignment 1IntroductionMidtown Neurology was started by a si.docxsalmonpybus
assignment 1
Introduction:
Midtown Neurology was started by a single physician who had been practicing in the community for nearly twenty years. As the practice grew, it evolved from a “mom-n-pop” operation to a more complex model. The founding physician recruited four new neurologists to join and continue to help build the practice. Subsequently, however, the new doctors took over and forced him out of the practice.
Tasks:
Case Study Six: From Nothing to Something: Defining Governance and Infrastructure in a Small Medical Practice
Read the above case study; your task would be to evaluate this case study utilizing the format below. Make sure to include at least two scholarly/peer-reviewed articles to help support your evaluation.
Case Study Evaluation
· Prepare a written report of the case using the following format:
· Background Statement: What is going on in this case as it relates to the identified major problem?
· What are (only) the key points the reader needs to know in order to understand how you will “solve” the case?
· Summarize the scenario in your own words—do not simply regurgitate the case. Briefly describe the organization, setting, situation, who is involved, who decides what, etc. Specifically identify the major problems and secondary issues.
· What are the real issues? What are the differences? Can secondary issues become major problems?
· Present an analysis of the causes and effects.
· Fully explain your reasoning. Declare your role in a sentence or a short paragraph explaining from which role you will address the major problem and whether you are the chief administrator in the case or an outside consultant called in to advise.
· Regardless of your choice, you must justify in writing as to why you chose that role. What are the advantages and disadvantages of your selected role? Be specific.
· Recognize the strengths and weaknesses of the organization.
· Identify the strengths and weaknesses that exist in relation to the major problem. Again, your focus here should be in describing what the organization is capable of doing (and not capable of doing) with respect to addressing the major problem. Thus, the identified strengths and weaknesses should include those at the managerial level of the problem. For example, if you have chosen to address the problem from the departmental perspective and the department is understaffed, that is a weakness worthy of mentioning. Be sure to remember to include any strengths/weaknesses that may be related to diversity issues.
· Find out alternatives and recommend a solution.
· Describe the two to three alternative solutions you came up with. What feasible strategies would you recommend? What are the pros and cons? State what should be done—why, how, and by whom. Be specific. Evaluate how you would know when you’ve gotten there. There must be measurable goals put in place with the recommendations. Money is easiest to measure; what else can be measured? What evaluation plan would you put in plac.
assignment 1IntroductionMidtown Neurology was started by a si.docxbraycarissa250
assignment 1
Introduction:
Midtown Neurology was started by a single physician who had been practicing in the community for nearly twenty years. As the practice grew, it evolved from a “mom-n-pop” operation to a more complex model. The founding physician recruited four new neurologists to join and continue to help build the practice. Subsequently, however, the new doctors took over and forced him out of the practice.
Tasks:
Case Study Six: From Nothing to Something: Defining Governance and Infrastructure in a Small Medical Practice
Read the above case study; your task would be to evaluate this case study utilizing the format below. Make sure to include at least two scholarly/peer-reviewed articles to help support your evaluation.
Case Study Evaluation
· Prepare a written report of the case using the following format:
· Background Statement: What is going on in this case as it relates to the identified major problem?
· What are (only) the key points the reader needs to know in order to understand how you will “solve” the case?
· Summarize the scenario in your own words—do not simply regurgitate the case. Briefly describe the organization, setting, situation, who is involved, who decides what, etc. Specifically identify the major problems and secondary issues.
· What are the real issues? What are the differences? Can secondary issues become major problems?
· Present an analysis of the causes and effects.
· Fully explain your reasoning. Declare your role in a sentence or a short paragraph explaining from which role you will address the major problem and whether you are the chief administrator in the case or an outside consultant called in to advise.
· Regardless of your choice, you must justify in writing as to why you chose that role. What are the advantages and disadvantages of your selected role? Be specific.
· Recognize the strengths and weaknesses of the organization.
· Identify the strengths and weaknesses that exist in relation to the major problem. Again, your focus here should be in describing what the organization is capable of doing (and not capable of doing) with respect to addressing the major problem. Thus, the identified strengths and weaknesses should include those at the managerial level of the problem. For example, if you have chosen to address the problem from the departmental perspective and the department is understaffed, that is a weakness worthy of mentioning. Be sure to remember to include any strengths/weaknesses that may be related to diversity issues.
· Find out alternatives and recommend a solution.
· Describe the two to three alternative solutions you came up with. What feasible strategies would you recommend? What are the pros and cons? State what should be done—why, how, and by whom. Be specific. Evaluate how you would know when you’ve gotten there. There must be measurable goals put in place with the recommendations. Money is easiest to measure; what else can be measured? What evaluation plan would you put in plac ...
Week Four Learning Outcomes OMM618 Human Resources Management (MF.docxalanfhall8953
Week Four Learning Outcomes OMM618: Human Resources Management (MFG1322B)
This week students will:
1. Examine employee compensation factors, including direct financial payments and indirect payments.
2. Summarize the key attributes of a healthy ethical culture within an organization.
Readings
Read the following chapters in: A Framework for Human Resource Management:
1. Chapter 7: Compensating Employees
2. Chapter 8: Ethics and Fair Treatment in Human Resource Management
Discussions
To participate in the following Discussion Forums, go to this week's Discussion link in the left navigation:
1. Acme Manufacturing
Answer the questions to the case, "Salary Inequities at Acme Manufacturing," at the end of Chapter 7. Include at least one outside source supporting your answers. Explain your answers in 200 words. Respond to at least two of your fellow students' postings.
2. Ethics and Organizational Culture
Answer the questions to the case, "Enron, Ethics, and Organizational Culture," at the end of Chapter 8. Include at least one outside source supporting your answers. Explain your answers in 200 words. Respond to at least two of your fellow students' postings.
Assignments
To complete this assignment, go to this week's Assignment link in the left navigation:
Incentive Plans
Research and discuss at least two different types of incentive plans discussed in the text. Highlight the possible advantages and disadvantages of each. Find at least two articles through ProQuest that discusses incentive payment plans. Summarize your findings in a 3-5 page paper. Be sure to properly cite your resources using APA style.
Week 2 in Review
An examination of Trilogy provided insight into the complexities of various approaches to recruitment -- and the importance of incorporating recruitment into organizational strategies. From an HR perspective, the strategy involves many intra-related and inter-related aspects, such as job description, job analysis, recruitment methodologies, legal requirements, and a planned and cultivated organizational culture. It is all about Hiring Right! It is all about aligning organizational goals with individual goals to arrive at a place where work effort matches work productivity. Culture is the environment people work in, it’s the element that shapes your enjoyment, work relationship and work process. Culture is made up of values, beliefs, underlying assumptions, attitudes, and behaviors shared by a group of people (Heathfield, 2011). The employees at Trilogy all share similar interests and passions about their job, which means that working as a team would not be problematic. Trilogy has created an organizational culture that represents decision making, daily work practice, stories and legends.
Heathfield, S.M (2011) Culture: Your Environment for People at Work. Retrieved on June 29, 2011, from http://humanresources.about.com/od/organizationalculture/a/culture.htm
It is important to note that organizational culture should be devel.
No HR Staff? 7 Crucial Moves to Master Everyday Employee ManagementComplyRight, Inc.
There's a point when it becomes obvious that a business needs an HR professional on staff. Until then, managing the required recordkeeping tasks, handling questions from employees, and taking proper steps to protect your business from legal risk can seem like a never-ending burden that distracts from other critical business activities. And yet, you can’t afford to ignore these responsibilities.
Take a deep breath! This free webinar will provide practical guidelines for getting HR activities under control, even without an HR specialist on staff. After the presentation, you’ll have solid information to help your business run more smoothly and, most importantly, protect you in the event of an employee lawsuit.
In this insightful webinar, you'll learn:
• Common mistakes to avoid when hiring
• How to create an organized recordkeeping system
• Employee policies every business needs
• The right way to document performance issues
• Why accurate labor law postings are critical
• Steps to prevent a costly harassment claim
• How to use technology to reduce HR overhead
A Look Ahead: 5 Employment Law Trends to Watch in 2019ComplyRight, Inc.
A Look Ahead: 5 Employment Law Trends to Watch in 2019
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It’s a new year, with fresh challenges and opportunities for small business employers. What are the key employment law developments most likely to influence your workplace in 2019? Although we don’t have a crystal ball, we do have a keen understanding of the issues expected to heat up this year.
Prepare a workplace brief (8-10 double-spaced pages) to address a .docxharrisonhoward80223
Prepare a workplace brief (8-10 double-spaced pages) to address a privacy breach that occurred in a health care organization. Include the consequences of failure to act and evidence-based recommendations for addressing the breach.
Introduction
Health care is one of the most heavily regulated major industries in the United States. Leaders are challenged to stay current and to comply with federal, state, and local laws and their associated regulations. Health care organizations are also responsible to meet industry standards. In some cases, payers equate meeting industry standards with achieving and maintaining accreditation. In fact, many payers consider accreditation a minimum condition of participation. In addition, individual licensure and certification requirements establish basic expectations for health care leaders' professional conduct.
In summary, health care leaders are responsible to:
1. Meet ethical personal, professional conduct, certification, and licensure expectations.
2. Comply with local, state, and federal health care and human resources laws.
3. Provide evidence of compliance with existing regulations and scan the field for emerging regulations.
4. Identify and meet appropriate accrediting body standards (for example, Joint Commission’s National Patient Safety Goals standards).
As an individual’s health care leadership career advances, so does the corresponding level of accountability. Not knowing the laws or regulations is not an excuse for not complying with them.
This assessment allows you to demonstrate your knowledge of and skills relating to compliance concepts, and governmental and regulatory agencies that oversee health care service delivery, billing, and general operations. You will also have the opportunity to apply the components necessary to initiate and maintain an effective compliance program. Finally, you will consider relevant human resources laws that may pertain to your compliance recommendations.
Instructions
In this assessment, you are assuming the role of an early careerist in risk management and quality improvement at one of Vila Health's community-based hospitals. Vila Health is a medium-sized system of health operating facilities in Minnesota and Wisconsin. You are working on a team-based initiative under the supervision of the Vila Health Chief Compliance Officer. Your role is to assist in addressing a specific compliance risk regarding a breach of privacy and a potential HIPAA violation. A Vila Health employee has disclosed—without prior written authorization—a patient's protected personal health information.
Here is the information the team has collected about the privacy breach and potential HIPAA violations to date. A Vila Health supervisor instructed an employee to obtain pre-authorization for an upcoming surgical procedure for a patient. The Vila Health employee submitted confidential, protected health care information about the patient to the insurance company. The Member Services Representati.
Responses to first 15 question should be in your own words and be .docxronak56
Responses to first 15 question should be in your own words and be 75 words or more
1. What are your own limits concerning questionable language, jokes, or forwarding e-mails? Do you have the same standards in the workplace? What are your views of those whose standards are either more or less tolerant of questionable language or jokes? How might these differences in perspective cause problems?
2. Workplace security focuses on protecting the employer’s property, inventory, data, and productivity. Employee theft, excessive time spent surfing the Internet, revealing trade secrets to competition, online gambling, viewing online pornography, sending offensive or harassing e-mails, or using the company’s customer database for personal gain could damage the company. But how far can this protection extend? Shouldn’t we consider employees’ rights, too? How do we create a balance?
3. What is your opinion of labor unions?
4. What can organizations do to make sure their hiring officials are not using data collection to discriminate against applicant’s, but rather hiring them based on skills?
5. Do you think there will ever be equal employment in the workforce?
6. How far can employers stretch the “green jobs” label before it loses legitimacy? Does Starbucks or McDonald’s policy of rewarding their coffee suppliers who use sustainable growing practices mean that they are green employers? How “green” do they need to be? Is the Society of Human Resource Management adequate by defining “green jobs” as those that meet the need for environmentally responsible production and work processes and the development of green goods and services? This includes “reducing pollution or waste, reducing energy usage, and reducing use of limited natural resources.
7. Employment branding makes the company name stand out when applicants are researching employers. Essentially, it’s about marketing the company as an attractive employer in the same way that consumer products and services such as cars, beverages, and hotels have distinctive brand images. Identify other employers in your area that seem to have an “employment brand.” Does that image help to recruit workers?
8. Should companies use stress interviews? Should interviewers be permitted to assess professionalism, confidence, and how one reacts to the everyday nuisances of work by putting applicants into a confrontational scenario? Does becoming angry in an interview indicate a propensity toward outbursts or violence under work stress? Should HRM advocate the use of an activity that could possibly slip out of control?
9. Few states lost more jobs in the great recession than Michigan where nearly one in every ten jobs disappeared. The country needs a new plan to attack unemployment. It needs to reinvent how to put those unemployed workers to work. Whose responsibility is it to deal with that problem; is it the governments, the businesses or the unemployed person?
10. What are your thoughts and opinions on employers ...
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
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
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?
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!
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.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
Honest Reviews of Tim Han LMA Course Program.pptxtimhan337
Personal development courses are widely available today, with each one promising life-changing outcomes. Tim Han’s Life Mastery Achievers (LMA) Course has drawn a lot of interest. In addition to offering my frank assessment of Success Insider’s LMA Course, this piece examines the course’s effects via a variety of Tim Han LMA course reviews and Success Insider comments.
1. MGT 434 Week 5 Learning Team Employee Handbook Assignment
MGT 434 Week 5 Learning Team Employee Handbook Assignment
Prepare a 1,750-to 2,050-word document in which you create a representation of
actual sections of an employee handbook
Note. The handbook must be original student content and work.In addition to
describing the company to which the employee handbook applies, also address the
issues of privacy, employee or applicant testing, and performance evaluations in
the global workplace. This assignment must include, but is not limited to,
the consideration of the following questions in drafting your handbook ections:
What privacy rights issues must be addressed?
What must the company’s position be in response to privacy rights issues?
How do your privacy protections limit the company’s liability?
How do your privacy protections enhance employee motivation and productivity?
How would your responses to the previous components differ if this was a public
sector employer?
What are some ethical considerations involved in the design of this section?
What legal considerations must be made as you design your employee testing
policies, particularly as you consider the different specific testing that might be
done?
What ethical considerations must be made relative to your testing policies?
2. What legal considerations must be made as you design your performance
evaluation section?
What ethical considerations must be included in your determinations as to the
design of the performance evaluation section?
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MGT 434 Week 5 Individual Assignment Employee Safety Health And
Welfare Law Paper
MGT 434 Week 5 Individual Assignment Employee Safety Health and
Welfare Law Paper
Prepare a 1,050-to 1,750-word paper in which you explain the application and
implication of the following laws for your employer.
Analyze the following employee safety, health, and welfare laws:
Family and Medical Leave Act (FMLA) of 1993
Occupational Safety and Health Act (OSHA) of 1970
Format your paper consistent with APA guidelines.
Answer the following questions:
What are employers’ responsibilities under the law?
What protections does the law provide for employees?
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3. MGT 434 Week 5 DQ 2
MGT 434 Week 5 DQ 2
You are a Regional Assistant Vice President in charge of Sales of a national
company.
While at a baseball game with some colleagues, one of your coworkers, who is
also a comparable Regional Assistant Vice President and is 48 years of age, tells
you, when you offer to buy him a beer, that he is a recovering alcoholic, has been
involved with AA for ten years and has been drink free for nine of those years. He
asks that you keep this information in confidence, since he did not disclose this
information to the company at the time of his
hire.
Several months later, you are told that you are up for consideration to become
National Vice President of Sales. You are also told that your only competition is
the other Regional Assistant Vice President, who shared that he was a recovering
alcoholic.
You truly want this position and know that it requires a lot of travel and client
entertainment.
You are somewhat friendly with one of the H/R Vice Presidents.
Do you mention to that person in passing that your competitor told you that he had
a drinking problem, knowing full well that release of this type of information
would be the kiss of death to his candidacy (in light of the requirement for
extensive travel and heavy client social/ interaction).
Why or Why not?
Please support your answer with legal reasoning.
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MGT 434 Week 5 DQ 1
MGT 434 Week 5 DQ 1
You have met with Jackie and have spoken with her about her time and attendance
issues.
Several weeks later, you get a call in your office. Someone has found Jackie passed
out in the lady’s room. There is a rolled up dollar bill with white powder on the
floor by her.
You have the EMT’s called. Jackie is taken to the hospital.
Several days later, Jackie calls you and tells you that the doctor has certified her as
fit to return to work.
How do you handle this request?
Would your response be any different if Jackie were to file a claim for worker’s
comp or with OSHA?
Please support your analysis by proper legal citation.
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MGT 434 Week 4 Summary
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MGT 434 Week 4 Learning Team Labor
MGT 434 Week 4 Learning Team Labor
5. Happy Trails, LLC. is a medium-sized independent living home, a for-profit
facility located in a suburban environment. Due to traffic and road congestion, this
eldercare facility is the most convenient independent living home near the city.
Independent living homes in the city offer many of the same services as Happy
Trails, but are more expensive. The elderly may go to a several hospitals for
acute health care issues.
In a response to the changing economy and patient access from the suburban areas
to the city, Happy Trails has taken some measures to compete, become more
attractive, and build on its long-term care for patients in the surrounding areas. It
has reduced overtime allotments of its seasoned patient care staff, and has
terminated several registered nurses. As the registered nurses leave Happy Trails,
they are replaced by Licensed Practical Nurses (LPNs), who receive lower
compensation and fewer benefits. The health care facilities in the city are
unionized and are well represented by an experienced union business agent. The
union has recently negotiated superior wages and benefits at the independent living
homes in the city. In terms of the health care professionals employed there, Happy
Trails is not so happy now because the union representing the other facilities has
received the attention of the Happy Trails LPNs.
Resource: Happy Trails Scenario
Complete a 1,400- to 2,100-word paper that responds to the following questions:
As a Learning Team, you are a group of individuals who are members of a
consulting firm. You are responsible for representing these LPNs and advising
them regarding the following questions:
• The LPNs have asked for your advice:
What would you advise the LPNs to do? Should they unionize? What are the
advantages and disadvantages of unionizing at Happy Trials?
6. What issues might the union raise during the organizing effort?
What steps must the LPNs follow to unionize?
What unfair labor practices need to be avoided by LPNs?
• The independent living home management team has asked for your advice:
What would you advise the independent living home management to do? Should
they oppose unionization?
What arguments or defenses might the hospital raise to the union’s organizing
issues?
If the company elects to resist unionization, what steps must the company follow?
What unfair labor practices need to be avoided by management?
• Happy Trails’ management team may engage in any number of activities during
the unionization. Which of the following would you advise? Explain why or why
not?
Actively promote LPNs, offer bonuses, and place some into leadership and
management roles.
Tell employees salary increases must cease to finance the collective bargaining
agreement.
Explain current employee benefits to the LPNs, comparing them to the union
promises.
7. Threaten to close the facility due to the union campaign. o Assist in the circulation
of antiunion petitions.
Counter union exaggerated claims on flyers.
Tell employees they do not need to talk to union organizers, that they may vote
against the union, and that the independent living home does not welcome the
union.
Solicit employees to request the return of their authorization cards.
Tell employees they may be replaced if they vote for the union.
Appeal to the employees to defeat the union.
Include a description of the specific labor laws that you included and why.
Discuss your responses to each of the previous questions and include applicable
references.
Format your paper consistent with APA guidelines.
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MGT 434 Week 4 Individual Assignment Affirmative Action
MGT 434 Week 4 Individual Assignment Affirmative Action
Prepare a 1,050- to 1,750-word paper in which you describe the elements of
affirmative action as it applies to public sector and private sector employers and
how it interacts with Title VII requirements of Equal Employment Opportunity.
Your paper must address, but is not limited to, the following:
What employers are subject to affirmative action plans and why?
8. What do the plans require employers to do?
What happens if employers do not meet the goals of the affirmative action plan?
Include in your paper proper citations for each of these laws, including the week’s
reading.
Format your paper consistent with APA guidelines.
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MGT 434 Week 4 DQ 3
MGT 434 Week 4 DQ 3
You are the Office Manager for an engineering firm.
You interview Patricia for a position as the admin for three engineers and two
surveyors.
Three weeks after she accepts the job, she calls in sick. She does not bring in a
doctors note. Two weeks later, she calls you to tell you that her boy friend”must
undergo surgery. She has promised him that the first person he will see upon
coming out of anesthesia will be she. She needs to take time off to fulfill her
promise. You tell her to report in once she has seen him.
One month after that, she comes to you and tells you that she needs an advance on
her salary, as she is on the verge of being evicted. You speak with the owner, who
says that she can have her check early ONLY this one time.
Several days later, she calls on her cell phone. She speaks to one of the engineers
and tells him to tell you that a car drove her off the road and the state trooper
investigating the case believes that she needs to take the day off to recuperate.
9. The engineer reports this to you. He also tells you that his team has been keeping a
diary on her time and attendance. She constantly is leaving her work station, going
outside to smoke or talk on has cell phone. She also has told them that she suffers
from Crohn’s’ Disease and needs frequent bathroom breaks.
You tell her that you would like to speak with her. She tells you, in reply,”Great, I
wanted to come and see you also since I believe that I deserve a raise, as I am the
key to the team.
You tell her to see you on Friday.
At the same time, you are having problems with Jackie. She has been with the
company for ten years and is liked by everyone. She is hardworking. However, she
has this little problem. She is a comedian who goes to open mike nights at various
comedy clubs in your community. When such occurs, she comes in late the next
day, wearing dark glasses and having a husky voice.
You are worried that Patricia may raise Jackie to you in any discussion about time
and attendance.
How do you handle these two problem employees?
Please use legal support to sustain your analysis.
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MGT 434 Week 4 DQ 2
MGT 434 Week 4 DQ 2 You are the Office Manager for a marketing company.
The company has Nights Out once a quarter. At these events, the President will
cheer the group on with her comments about sales and other positive events. She
will also acknowledge birthdays, anniversaries with the company and other
10. employee related topics. Alcohol is served during the evening. Participation is not
mandatory. Ar the end of the year Nights Out, held on December 15, she has had
a few drinks. When it is time for her to give her speech, she tells the group that she
heard a great blonde joke on Letterman. Before she tells the joke, she tells Sandy,
her admin, not to get too upset with her blonde joke. She tells the joke. It is not
funny and, in reality, is quite dumb. People groan at the punch line. Two days
later, word filters to you that blonde jokes are now being posted on the company’s
intranet. They have become quite crude and dirty, placing Sandra as the blonde in
the joke. Sandy comes to you and says that she is offended by the jokes. She says
that people have told her that she can go to EEOC and file a claim for sexual
harassment and hostile work environment. You tell her that you are gong to
investigate the matter. When you do, you learn that the jokes were primarily
posted by the IT night crew. You contact the team leader of IT. You confront her
about the jokes and say that people will have to be disciplined for such problematic
conduct.. Upon hearing that, the team leader says to you: “Well, we all take the
same punishment as the President. How do you handle this situation. Please use
legal support to sustain your analysis.
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MGT 434 Week 4 DQ 1
MGT 434 Week 4 DQ 1
You have just been appointed Vice President of Internal Operations for a privately
held corporation.
Your Director of Human Resources immediately advises you that employees have
used the company’s Internet site to download pirated music, videos and software.
You are well aware that all of such activities are criminal in violation of the
copyright laws.
However, the company does not have a formal policy on Internet use.
11. Things become further complicated, when you also receive a Cease and Desist
Letter from Adobe, informing you that it has discovered that some of its products
have been pirated and have been used by various employees. It asks for the names
of all employees, who have used the pirated software in order to prosecute them for
criminal copyright infringement.
The Director of Human Resources also informs you that, in dealing with the Adobe
problem, IT has also determined that a few employees were accessing
pornographic web sites, including those showing child pornography?
To add insult to injury, the Office Manager has also informed you that there is a
constant drain on office supplies, especially just before school opens in the fall and
in late January.
You realize that prior management has let things run amok and that is one reason
why you have been hired?
What should be the company’s response?
Please use legal support to sustain your analysis.
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MGT 434 Week 3 Individual Assignment Interactive Simulation Paper
MGT 434 Week 3 Individual Assignment Interactive Simulation Paper
Resource: Preventing Workplace Discrimination Simulation Complete the
simulation Preventing Workplace Discrimination found on the student web page
for Week Three and answer the following questions:
12. What are some measures a company may take to reasonably ccommodate people
with disabilities, or those with a known drug abuse problem, and how does
the simulation demonstrate these?
Should factors like personality, attitude toward work, and future upward mobility
be considered when hiring? Explain why or why not. How does the simulation
demonstrate these?
Can Title VII override the employment environment and conditions detailed in a
written employment contract between an employer and an employee? Explain why
or why not. How does the simulation demonstrate this?
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MGT 434 Week 3 DQ 3
MGT 434 Week 3 DQ 3
Unions are once again in the news. What role, if any, do unions have to serve in
the second decade of the 21st Century?
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MGT 434 Week 3 DQ 2
MGT 434 Week 3 DQ 2
You are the Office Manager of a consulting firm, which occupies a four story
building in a suburban office park. One day Steve, who is in charge of
photocopying, comes to you to tell you about a problem. He has had a diagnosed
history of Anxiety NOS. He has recently seen his therapist, who recommended that
he make use of a service dog to pet and comfort him during his anxiety attacks.
These attacks often occur during the work day and are caused by the stress of
deadlines. He owns a teacup Chihuahua, named Poochie Pie. She will be used as
13. the service animal to assist him when these attacks occur. He promises
that Poochie Pie is a good dog, will be kept in her carry cage during the day and
will be walked at appropriate times. His shop is on the ground floor in the rear of
the building.
Carla, who is an admin on the top floor of the building, hears that Steve will be
bringing Poochie Pie to work. As a three year old, she was bitten by a dog and ever
since then has a morbid fear of dogs. She has begun posting negative comments
about Steve and Poochie Pie on the Internet and on her Facebook page. You have
never read such but several other employees have told you about her comments.
How do you deal with these issues?
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MGT 434 Week 3 DQ 1
MGT 434 Week 3 DQ 1
You are the Personnel Manager for a company that is a clothing manufacturer. It
employees 70 people nationwide. One of your primary customers is the United
States Army. One day, your receptionist, who is Lebanese American, comes to
you. She is the first person that anyone coming into the office encounters.
She advises you that she has rediscovered her Moslem heritage and has decided to
practice her faith in an open manner. She tells you that, among the dictates of the
Moslem religion, is that she pray, facing Mecca in the East, five times per day. She
also will be eating according to a halal diet. She also has decided that she must
done the veil, as only her family and husband can see her face and her hair.
She asks that she be allowed the usage of an empty conference room during the
day so that she can say her prayers in private. When word of this filters out as
office gossip, a group of employees, who are Christian, come to you and tell you
14. that they are going to have a Bible study/prayer group in the lunch/break room
each day at Noon. They note, in passing, that one of their prayers will be for the
conversion of pagans.
How do you resolve the employees’ requests?
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MGT 434 Week 2 Summary
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MGT 434 Week 2 Learning Team Employer Employee Relations Paper
MGT 434 Week 2 Learning Team Employer Employee Relations Paper
Prepare a 1,050- to 1,750-word paper in which you identify and 10 Employer-
Employee analyze the policy differences of one of your team’s
organizations.
Address the treatment of the following:
Regular employees versus temporaries or independent contractors Exempt
employees versus nonexempt employees Include a discussion on how the
employer of a team member responds to its state’s laws relating to employment-at-
will. Include the manner in which they ensure that any exceptions to employment-
at-will existing in their state are addressed.
Format you paper consistent with APA guidelines.
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MGT 434 Week 2 Individual Employe Employee Relations Quiz
MGT 434 Week 2 Individual Employe Employee Relations Quiz
15. Little Lamb Company needs an additional programmer for a special project. The
company enters into a contract with Mary to complete this project. Just as the
project is nearing completion, a new need arises for her services. She is asked to
continue with the company to complete the new project. While completing the new
project, the supervisor begins working more closely with Mary and requires her to
use company materials and equipment while adhering to company work schedules.
After two years, economic conditions force the company to make budget cuts.
Mary is asked to leave. Thirty days later, a major contract is acquired by the
company, which reinstates the need for Mary’s services as a programmer.
However, the supervisor chooses to hire his equally qualified cousin and not offer
Mary the opportunity to return.
Resource: Little Lamb Scenario
Answer the following questions based on the scenario:
Is Mary an independent contractor or an employee? Describe the factors that led to
her determination.
Has the employer-employee relationship changed over the course of time? If so,
how?
Is Mary’s release legal under the doctrine of employment-at-will? Explain why or
why not? If not, which of the following
exceptions to employment-at-will have been violated? Explain why.
Breach of public policy
Breach of implied covenant of good faith and fair dealing
Breach of implied contract
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16. MGT 434 Week 2 DQ 3
MGT 434 Week 2 DQ 3
You are the Assistant General Manager of a restaurant. It has a staff of 30 people,
15 of whom are wait staff, 5 are cooks. 3 are busers and the rest are ancillary staff,
including bartenders, dish washers shift managers and ancillary staff,including a
host.
One day you hear through the grape vine that the host, who is a 55 year old Iranian
male, has approached several busers, who are female high school students, and
asked them to come over to his apartment to watch classic movies. He has also told
several of the girls that they have faces pretty enough to kiss. Two of the girls have
told one of the shift managers, you also have learned, about his conduct. You also
learn that the shift manager told the girls to tell him that they have boyfriends, who
will beat him up if he continues in such a posture.
At the same time, you learn that the head cook likes to “clown around” in the
kitchen, dirty dance with the dish washers and has smacked some of the wait staff
on their butts. All of which he has said was just clean fun in order to make the
workplace a fun place in which to work.
The owner of the restaurant has had a problem with one of the busers, who has a
“time and attendance”issue. She fires the individual, who then files a complaint
with the EEOC.
How do you handle all of these issues, especially since there was no handbook and
no formal posted policy on such issues?
Please support your analysis with proper legal support.
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17. MGT 434 Week 2 DQ 2
MGT 434 Week 2 DQ 2
You are the office manager for a small advertising agency that has 10
employees. It has three partners and the rest are support staff.
The Senior Partner, who has his name as first on the door and is the rainmaker
because of whom people hire the agency. His work hours are from 7:00 AM to
7;00 PM. He also requires that his admin be in the office before him and leave
after him. He works between 5 to 7 days a week. He is also a yeller and a
screamer. One benefit is that the salary pays $50,000 plus bonus and benefits.
All of his admins over the past two years have quit, claiming that he is impossible
to work for and that he has no care or concern about family needs.
He comes to you and says that he now needs another admin. With a wink and a
smile, he says that he prefer that no women of an undefined certain age and,
definitely, no women who are pregnant or likely to be hired.
How do you handle this situation.
Please support your analysis with proper legal support.
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MGT 434 Week 2 DQ 1
MGT 434 Week 2 DQ 1
You are the office manager for a small engineering firm. It has twenty employees
The company wants to hire a junior engineer. It places postings with Monster.com
and other on-line employment search engines. One of the applicants is a male with
a Hispanic surname. He has posted his resume to the Monster link. He has a
18. college degree in civil engineering from a well known university in Mexico City.
He has professional experience that fits quite well for the job function for which he
would be hired.
On the day of the interview, he comes in early. He is well dressed. When you meet
with him to discuss the job, he speaks English adequately but has a very thick
Spanish accent.
In comparison to other candidates, who have interviewed for the job, he is far more
qualified. However, they do not have any accents.
Management asks for your recommendation and reasoning for whom to hire.
Whom do you propose? Why?
Please support your analysis with proper legal support.
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MGT 434 Week 1 Summary
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MGT 434 Week 1 Individual Assignment Legal Process Paper
MGT 434 Week 1 Individual Assignment Legal Process Paper
John is an employee in a private sector organization. He wants to file a
discrimination complaint against his employer.
Resources: EEOC website at http://www.eeoc.gov and the U. S.Court System
website at http://www.uscourts.gov.Search with thekey words litigation process,
mediation process, and dispute resolution.
19. Prepare a 700- to 1,050-word paper in which you analyze and explain the
following discrimination complaint and civil litigation processes as it would
potentially apply to John and his employer. In your paper, explain in detail how the
complaint begins with the Equal Employment Opportunity Commission (EEOC)
and proceeds through the civil litigation process from the state level up to the
U.S.Supreme Court. Include a discussion on other relevant aspects addressing
discrimination complaints and disputes in the workplace.
Format your paper consistent with APA guidelines.
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MGT 434 Week 1 DQ 2
MGT 434 Week 1 DQ 2
You are the office manager of a small sales company. There are formally three
employees with the company: the owner, the receptionist and you. The company
hires part time sales reps who sign a contract stating that they are independent
contractors. They are supposed to go door to door and make prepared sales pitches
for people to purchase the product. There are required to obtain signatures to
contracts and to drop of the contracts with initial deposits at the company’s office
each Monday. Twice a month they meet at the local Starbucks to discuss sales,
new product lines and other issues with the owner and the other sales reps.
You get a letter and a telephone call from your State Department of Labor, wanting
to examine the employee and sales rep files on the various individuals
The owner has gone away to whale watch off the New England Coast and has told
you not to call him, even in an emergency. You try to call him but you cannot
reach him.
How do you handle the issue of the audit and what do you say about the sales reps?
20. On the same day as the audit is occurring, one of the sales reps calls you on his cell
phone to report that he cannot make the weekly sales meeting and to give you his
sales figures. As he is doing such, he hits a person crossing the street.
Several weeks alter, he tells you that he has the lowest amount of car insurance and
wants to know whether or not the company will provide coverage for the accident.
How do you handle all of these issues.
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MGT 434 Week 1 DQ 1
MGT 434 Week 1 DQ 1
Genesis 3: 17 states that “Through hard work you will eat [food that comes] from
the ground every day of your life.”
While work is not play, how much :hard work” is required for work?
How much of a role should the government play in the work arena?
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MGT 434 Complete Course
MGT 434 Complete Course
MGT 434 Week 1 DQ 1
MGT 434 Week 1 DQ 2
MGT 434 Week 1 Individual Assignment Legal Process Paper
MGT 434 Week 1 Summary
MGT 434 Week 2 DQ 1
MGT 434 Week 2 DQ 2
MGT 434 Week 2 DQ 3