HRAssignment Note Submissions will not be accepted after g.docxwellesleyterresa
HR
Assignment
Note: Submissions will not be accepted after grades for this assignment have been posted. Alternate assignments are not available.
Instructions
This assignment is worth 100 points and 20% of your total grade. It requires you to draw upon what you have learned in the first 3 weeks of class to analyze a fictitious case study involving possible employee discrimination.
Please read the following case study. Then, answer the following questions:
1. Explain what is legally needed in order for religious discrimination to exist.
2. Is the company guilty of religious discrimination? Match the facts of the case to the legal criteria.
3. Explain what is legally needed in order for racial harassment to exist.
4. Is the company guilty of racial harassment? Match the facts of the case to the legal criteria.
5. Evaluate the actions of the HR director, Marta Ford, in response to Maalick’s situation. What did she do well? What did she need to do better?
Be sure to incorporate appropriate scholarly and practitioner references to support your key ideas. The total length of your assignment should be no more than 5-6 pages, not including the cover page and reference list. APA format References.
******************************************************************************************
(Note: The people and facts in this case are fictitious and do not represent any known party, organization, religion or situation.)
Treton Communications, Inc.
EEO/Anti-Discrimination/Diversity/Harassment Policy
Revised 2007
EEO/Anti-Discrimination
Treton Communications, Inc. is an Equal Employment Opportunity employer. Policies of the company prohibit discrimination against an applicant or employee on the basis of race, color, religion, sex/gender (including pregnancy), national origin, age, disability, marital status or veteran status. The company will conform to the spirit as well as the letter of all applicable laws and regulations.
The policy of equal employment opportunity and anti-discrimination applies to all company facilities, employees and conditions of employment, including but not limited to hiring; promotion; transfer; evaluation; termination; layoff; training and accessibility to training; working conditions; wages and salary; employee benefits; and application of policies. Managers and supervisors at all levels have the responsibility to ensure equal employment opportunity. Managers and
supervisors will be held accountable for achieving the adherence to this policy, and their annual performance will be evaluated in terms of this as well as other major organizational goals.
Diversity
Employees at Treton Communications, Inc. are critical to creating and sustaining the organization’s competitive advantage. Diversity and inclusion are top priorities, and the company strives to maximize the benefits derived from the incorporation of diverse perspectives. It is Treton’s position that a diverse workforce contributes to our strengths as ...
Assignment Topic Semester One 2014 There have been some sign.docxssuser562afc1
Assignment Topic Semester One 2014
There have been some significant changes to consumer in law in Australia in the last three years. One significant change was to introduce the Australian Consumer Law within the Competition and Consumer Act 2010 (Cth). In particular was the introduction of s 18 of the ACL and its application to misleading contracts and further to misleading conduct by individuals.
You are to write an assignment on the topic of s 18 of the ACL. In your assignment you are to address the following:
· What is the application of the ACL in Australia? How was the introduction of new legislation important for the whole of Australia? Is the legislation state or Commonwealth legislation?
· How is the legislation different to what existed previously, eg in relation to companies and natural persons, and its application on various transactions?
· What kind of behaviour can be considered to be misleading, eg if you say nothing? Or what if you believed something which turned out not to be true?
· What are the limitations of s 18 under the ACL, and indeed the ACL itself? Are all transactions between individuals covered by this legislation?
· Does state law still apply? If so how?
· Does the common law still apply to consumer transactions? If so how?
· What are the remedies for breach of s 18 of the ACL?
· Is there anything else that you believe is relevant to this topic?
·
NOTES FOR STUDENTS
1. This is a Research assignment – students should not expect this material to be covered in class before the Due Date of the assignment. Students should accordingly commence their own research into the assignment topic Students must use texts, scholarly articles and reputable online resources for their research, and these items, together with relevant cases and legislation, should be referred to in the assignment.
2. The assignment must be of 2,000 to 2,500 words in length.
3. The assignment must be typed or printed on one side only of A4 paper with 1.5 or double spacing and leaving a left-hand margin wide enough for examiners’ comments and corrections.
4. The completed assignment must be submitted with an “Assignment Cover Sheet” available from School of Law and Faculty of Business and Law Offices and duly completed in all respects, including Tutor’s name and time and day of tutorial.
5. The assignment must include footnotes, a bibliography and may include a synopsis.
6. Students are advised to study the notes on assignment preparation and the notes on plagiarism contained in the Business Law Students Manual.
7. Assignments will be marked out of a possible 25 marks.
8. Assignments submitted after the due date will incur a penalty for late submission of one mark for each day the assignment is overdue, unless an extension of time has been obtained from the subject lecturer or tutor prior to the due date. Any application for extension of time must be lodged on the appropriate form obtainable from the Faculty office and must be accompanied by any ...
Data Governance, the foundation for building a succesful data managementTentive Solutions
This Whitepaper clearly explains how the Data Governance function plays a key role and which factors are of great importance in successful data management. Also available in Dutch.
Consultancy can be viewed either as a professional service, or as a method of providing practical advice and help. At the same time, it is also a method of assisting organizations and executives to improve management and business practices, as well as individual and organizational performance. The method can be, and is, applied not only by full-time consultants, but also by many other technically competent persons whose main occupation may be teaching, training, research, systems development, project development and evaluation, technical assistance to developing individual, organizations, countries, and so on
Matt Blaine, Dennis Garcia, Ann Gorr, & Donald Knight - #InfoGov17 - Navigati...ARMA International
Those folks who are already deeply entrenched in the Information Governance realm recognize the importance that IG plays in defining and supporting the continued success of our organizations. However, the Corporate Legal Department (CLD) / Office of the General Counsel (OGC) is often viewed as an island unto itself within the overarching Corporation/Enterprise. With its unique requirements, the CLD/OGC teams routinely encounter roadblocks when attempting to acquire the IG Tools that they require to support their internal legal operations, interact with the business units which they advise, and collaborate with external parties, and yet, navigate the processes to meet the IG Goals developed by the Enterprise IT Team.
During this session, we will be exploring key strategies that can be adopted/embraced in your quest to bring about an Information Governance roadmap to the Office of the General Counsel / Corporate Legal Department that will place your organization on the road to IG excellence.
Join our seasoned legal technology panelists and subject matter experts including Matt Blaine, Esq. (Davison, Eastman, Muñoz, Lederman & Paone, P.A.), Dennis Garcia, Esq. (Microsoft Corporate, External & Legal Affairs (CELA)), Ann Gorr (Legal Technology Consultant @ Ann Gorr, LLC), and Don Knight (PNC Bank, Legal Department) as they discuss key areas of focus and IG approaches to assist those who design, deploy, and support technology projects within the CLD/OGC environment.
Fast Future - The Future of Law Firms - ILTA Legal Technology Future Horizon...Rohit Talwar
Final report of study exploring how law firm strategies might evolve over the next decade in response to rapid pace of development of emerging technologies coupled with seismic political, economic, commercial and social forces reshaping the global economy and business landscape.
The ILTA Legal Technology Future Horizons foresight study draws on input from over 700 contributors through expert interviews, desk research, workshops around the world, case study analysis and 2 global surveys. The final report focuses on the following key topics:
• Global Drivers of Change
• Strategic Challenges for the Legal Sector
• The Emerging Technology Timeline
• Future Strategic Applications of Technology in Legal
• Implications, Opportunities and Scenarios for the Management of Legal IT
• Conclusion - Capturing Business Value from Legal IT - The Leadership Challenge
OER HRMD 610Week 3Assignment InstructionsThis assignment .docxcherishwinsland
OER HRMD 610
Week 3
Assignment
Instructions
This assignment is worth 100 points and 20% of your total grade. It requires you to draw upon what you have learned in the first 3 weeks of class to analyze a fictitious case study involving possible employee discrimination.
Please read the following case study. Then, answer the following questions:
1. Explain what is legally needed in order for religious discrimination to exist.
2. Is the company guilty of religious discrimination? Match the facts of the case to the legal criteria.
3. Explain what is legally needed in order for racial harassment to exist.
4. Is the company guilty of racial harassment? Match the facts of the case to the legal criteria.
5. Evaluate the actions of the HR director, Marta Ford, in response to Maalick’s situation. What did she do well? What did she need to do better?
Be sure to incorporate appropriate scholarly and practitioner references to support your key ideas. The total length of your assignment should be no more than 5-6 pages, not including the cover page and reference list.
******************************************************************************************
(Note: The people and facts in this case are fictitious and do not represent any known party, organization, religion or situation.)
Treton Communications, Inc.
EEO/Anti-Discrimination/Diversity/Harassment Policy
Revised 2007
EEO/Anti-Discrimination
Treton Communications, Inc. is an Equal Employment Opportunity employer. Policies of the company prohibit discrimination against an applicant or employee on the basis of race, color, religion, sex/gender (including pregnancy), national origin, age, disability, marital status or veteran status. The company will conform to the spirit as well as the letter of all applicable laws and regulations.
The policy of equal employment opportunity and anti-discrimination applies to all company facilities, employees and conditions of employment, including but not limited to hiring; promotion; transfer; evaluation; termination; layoff; training and accessibility to training; working conditions; wages and salary; employee benefits; and application of policies. Managers and supervisors at all levels have the responsibility to ensure equal employment opportunity. Managers and
supervisors will be held accountable for achieving the adherence to this policy, and their annual performance will be evaluated in terms of this as well as other major organizational goals.
Diversity
Employees at Treton Communications, Inc. are critical to creating and sustaining the organization’s competitive advantage. Diversity and inclusion are top priorities, and the company strives to maximize the benefits derived from the incorporation of diverse perspectives. It is Treton’s position that a diverse workforce contributes to our strengths as a world-class provider of telecommunication services and
enhances our ability to anticipate and satisfy the needs of our customers and cli.
HRAssignment Note Submissions will not be accepted after g.docxwellesleyterresa
HR
Assignment
Note: Submissions will not be accepted after grades for this assignment have been posted. Alternate assignments are not available.
Instructions
This assignment is worth 100 points and 20% of your total grade. It requires you to draw upon what you have learned in the first 3 weeks of class to analyze a fictitious case study involving possible employee discrimination.
Please read the following case study. Then, answer the following questions:
1. Explain what is legally needed in order for religious discrimination to exist.
2. Is the company guilty of religious discrimination? Match the facts of the case to the legal criteria.
3. Explain what is legally needed in order for racial harassment to exist.
4. Is the company guilty of racial harassment? Match the facts of the case to the legal criteria.
5. Evaluate the actions of the HR director, Marta Ford, in response to Maalick’s situation. What did she do well? What did she need to do better?
Be sure to incorporate appropriate scholarly and practitioner references to support your key ideas. The total length of your assignment should be no more than 5-6 pages, not including the cover page and reference list. APA format References.
******************************************************************************************
(Note: The people and facts in this case are fictitious and do not represent any known party, organization, religion or situation.)
Treton Communications, Inc.
EEO/Anti-Discrimination/Diversity/Harassment Policy
Revised 2007
EEO/Anti-Discrimination
Treton Communications, Inc. is an Equal Employment Opportunity employer. Policies of the company prohibit discrimination against an applicant or employee on the basis of race, color, religion, sex/gender (including pregnancy), national origin, age, disability, marital status or veteran status. The company will conform to the spirit as well as the letter of all applicable laws and regulations.
The policy of equal employment opportunity and anti-discrimination applies to all company facilities, employees and conditions of employment, including but not limited to hiring; promotion; transfer; evaluation; termination; layoff; training and accessibility to training; working conditions; wages and salary; employee benefits; and application of policies. Managers and supervisors at all levels have the responsibility to ensure equal employment opportunity. Managers and
supervisors will be held accountable for achieving the adherence to this policy, and their annual performance will be evaluated in terms of this as well as other major organizational goals.
Diversity
Employees at Treton Communications, Inc. are critical to creating and sustaining the organization’s competitive advantage. Diversity and inclusion are top priorities, and the company strives to maximize the benefits derived from the incorporation of diverse perspectives. It is Treton’s position that a diverse workforce contributes to our strengths as ...
Assignment Topic Semester One 2014 There have been some sign.docxssuser562afc1
Assignment Topic Semester One 2014
There have been some significant changes to consumer in law in Australia in the last three years. One significant change was to introduce the Australian Consumer Law within the Competition and Consumer Act 2010 (Cth). In particular was the introduction of s 18 of the ACL and its application to misleading contracts and further to misleading conduct by individuals.
You are to write an assignment on the topic of s 18 of the ACL. In your assignment you are to address the following:
· What is the application of the ACL in Australia? How was the introduction of new legislation important for the whole of Australia? Is the legislation state or Commonwealth legislation?
· How is the legislation different to what existed previously, eg in relation to companies and natural persons, and its application on various transactions?
· What kind of behaviour can be considered to be misleading, eg if you say nothing? Or what if you believed something which turned out not to be true?
· What are the limitations of s 18 under the ACL, and indeed the ACL itself? Are all transactions between individuals covered by this legislation?
· Does state law still apply? If so how?
· Does the common law still apply to consumer transactions? If so how?
· What are the remedies for breach of s 18 of the ACL?
· Is there anything else that you believe is relevant to this topic?
·
NOTES FOR STUDENTS
1. This is a Research assignment – students should not expect this material to be covered in class before the Due Date of the assignment. Students should accordingly commence their own research into the assignment topic Students must use texts, scholarly articles and reputable online resources for their research, and these items, together with relevant cases and legislation, should be referred to in the assignment.
2. The assignment must be of 2,000 to 2,500 words in length.
3. The assignment must be typed or printed on one side only of A4 paper with 1.5 or double spacing and leaving a left-hand margin wide enough for examiners’ comments and corrections.
4. The completed assignment must be submitted with an “Assignment Cover Sheet” available from School of Law and Faculty of Business and Law Offices and duly completed in all respects, including Tutor’s name and time and day of tutorial.
5. The assignment must include footnotes, a bibliography and may include a synopsis.
6. Students are advised to study the notes on assignment preparation and the notes on plagiarism contained in the Business Law Students Manual.
7. Assignments will be marked out of a possible 25 marks.
8. Assignments submitted after the due date will incur a penalty for late submission of one mark for each day the assignment is overdue, unless an extension of time has been obtained from the subject lecturer or tutor prior to the due date. Any application for extension of time must be lodged on the appropriate form obtainable from the Faculty office and must be accompanied by any ...
Data Governance, the foundation for building a succesful data managementTentive Solutions
This Whitepaper clearly explains how the Data Governance function plays a key role and which factors are of great importance in successful data management. Also available in Dutch.
Consultancy can be viewed either as a professional service, or as a method of providing practical advice and help. At the same time, it is also a method of assisting organizations and executives to improve management and business practices, as well as individual and organizational performance. The method can be, and is, applied not only by full-time consultants, but also by many other technically competent persons whose main occupation may be teaching, training, research, systems development, project development and evaluation, technical assistance to developing individual, organizations, countries, and so on
Matt Blaine, Dennis Garcia, Ann Gorr, & Donald Knight - #InfoGov17 - Navigati...ARMA International
Those folks who are already deeply entrenched in the Information Governance realm recognize the importance that IG plays in defining and supporting the continued success of our organizations. However, the Corporate Legal Department (CLD) / Office of the General Counsel (OGC) is often viewed as an island unto itself within the overarching Corporation/Enterprise. With its unique requirements, the CLD/OGC teams routinely encounter roadblocks when attempting to acquire the IG Tools that they require to support their internal legal operations, interact with the business units which they advise, and collaborate with external parties, and yet, navigate the processes to meet the IG Goals developed by the Enterprise IT Team.
During this session, we will be exploring key strategies that can be adopted/embraced in your quest to bring about an Information Governance roadmap to the Office of the General Counsel / Corporate Legal Department that will place your organization on the road to IG excellence.
Join our seasoned legal technology panelists and subject matter experts including Matt Blaine, Esq. (Davison, Eastman, Muñoz, Lederman & Paone, P.A.), Dennis Garcia, Esq. (Microsoft Corporate, External & Legal Affairs (CELA)), Ann Gorr (Legal Technology Consultant @ Ann Gorr, LLC), and Don Knight (PNC Bank, Legal Department) as they discuss key areas of focus and IG approaches to assist those who design, deploy, and support technology projects within the CLD/OGC environment.
Fast Future - The Future of Law Firms - ILTA Legal Technology Future Horizon...Rohit Talwar
Final report of study exploring how law firm strategies might evolve over the next decade in response to rapid pace of development of emerging technologies coupled with seismic political, economic, commercial and social forces reshaping the global economy and business landscape.
The ILTA Legal Technology Future Horizons foresight study draws on input from over 700 contributors through expert interviews, desk research, workshops around the world, case study analysis and 2 global surveys. The final report focuses on the following key topics:
• Global Drivers of Change
• Strategic Challenges for the Legal Sector
• The Emerging Technology Timeline
• Future Strategic Applications of Technology in Legal
• Implications, Opportunities and Scenarios for the Management of Legal IT
• Conclusion - Capturing Business Value from Legal IT - The Leadership Challenge
OER HRMD 610Week 3Assignment InstructionsThis assignment .docxcherishwinsland
OER HRMD 610
Week 3
Assignment
Instructions
This assignment is worth 100 points and 20% of your total grade. It requires you to draw upon what you have learned in the first 3 weeks of class to analyze a fictitious case study involving possible employee discrimination.
Please read the following case study. Then, answer the following questions:
1. Explain what is legally needed in order for religious discrimination to exist.
2. Is the company guilty of religious discrimination? Match the facts of the case to the legal criteria.
3. Explain what is legally needed in order for racial harassment to exist.
4. Is the company guilty of racial harassment? Match the facts of the case to the legal criteria.
5. Evaluate the actions of the HR director, Marta Ford, in response to Maalick’s situation. What did she do well? What did she need to do better?
Be sure to incorporate appropriate scholarly and practitioner references to support your key ideas. The total length of your assignment should be no more than 5-6 pages, not including the cover page and reference list.
******************************************************************************************
(Note: The people and facts in this case are fictitious and do not represent any known party, organization, religion or situation.)
Treton Communications, Inc.
EEO/Anti-Discrimination/Diversity/Harassment Policy
Revised 2007
EEO/Anti-Discrimination
Treton Communications, Inc. is an Equal Employment Opportunity employer. Policies of the company prohibit discrimination against an applicant or employee on the basis of race, color, religion, sex/gender (including pregnancy), national origin, age, disability, marital status or veteran status. The company will conform to the spirit as well as the letter of all applicable laws and regulations.
The policy of equal employment opportunity and anti-discrimination applies to all company facilities, employees and conditions of employment, including but not limited to hiring; promotion; transfer; evaluation; termination; layoff; training and accessibility to training; working conditions; wages and salary; employee benefits; and application of policies. Managers and supervisors at all levels have the responsibility to ensure equal employment opportunity. Managers and
supervisors will be held accountable for achieving the adherence to this policy, and their annual performance will be evaluated in terms of this as well as other major organizational goals.
Diversity
Employees at Treton Communications, Inc. are critical to creating and sustaining the organization’s competitive advantage. Diversity and inclusion are top priorities, and the company strives to maximize the benefits derived from the incorporation of diverse perspectives. It is Treton’s position that a diverse workforce contributes to our strengths as a world-class provider of telecommunication services and
enhances our ability to anticipate and satisfy the needs of our customers and cli.
1. MOTIVATION LETTER
Advantaged of being skilled in IT as I am trained with experience in Hardware from desktop
computers to networking cables; as well as in software development know all the requirements to
deliver computer systems. I have IT skills that are exposed broadly in all aspects, being the guy who
is digging the hole as well as in the office dealing with documents. To understand all necessary
deliverable with in the IT industry, and how to evaluate if a system is going to be a failure or a
success and how to direct it in the necessary direction you want.
Been given an opportunity to lead and explore my creativity in all my projects of software systems
showing initiative, identify and set-up all necessary meetings to update or collect the necessary
information the systems need to be a success. How to deal with people who expect results or
sabotage, and the importance of keeping them informed eliminate confusion and creating necessary
relationships with trust. Allowing everyone to find there place around you and see their roles, from
the initial stages of the project until the end. Keeping them motivated and focus to the interest of the
outcome trust intelligent like-minded people deal with technicality of the environment.
Dealing with policies; standards; acts and rules in government of developing IT systems, learning
how important they are during skills transfer and discipline development for company’s way
forward. Last line of discipline in making sure the interest of a company are enforced to all of its
personnel and clients, the necessary policies/rules protect everyone from themselves and each other.
Passionate about leadership/Administration/Management/Legal matters, as I have seen dealing with
them in the past few years.
I am active participating member of a political party in dealing with all the laws, discussion,
formulation and policies that govern my country, I have been for the rest of my life but decided to
stay outside after democracy in 1994 with corruption and killings criminals want to move to
leadership positions with in the party but decided to go back. With my uncle being killed in politics
leading one of our branch, we all grow up participating in politics and our country before 1994 in
our street meetings but that education processes changed after that time to be under branches of the
leading party.
Through IT I have gained experience in other fields: Minerals and Energy management for one
year, Finance at SARS management less than a year; Health management for over two year; HR for
over two years; Education for over two years. Not that I am trying to single out a single place, as
long as the are people they would find a way to fight about status/money/power.
Interested to all posts require my skills set and
Yours Faithfully
Sivuyile Bukula