After this evaluation United Airlines should look at the numbers from the flight to make sure it covers all cost associated. United Airlines should make sure the total revenue collected covers the cost of all the services stated. United Airlines should also consider competitive equilibrium due to the fact that firms produce output at the minimum point on their average cost curves (Brickley Smith & Zimmerman). After this analysis is completed and for some reason the numbers don’t match up then united Airlines should reevaluate the flights from San Francisco to Washington D.C. The issues should be whether or not all services and products are needed, and if some services and products need to be cut.
Week 4 Learning Team D LAW /421 Week 4 Team D In this case Learning Team will analyze the contract that was brought forth between Armstrong (seller) and GCI (buyer). The process of analyzing will include who is responsible for what and what articles of the UCC protect whom. In this case scenario when Armstrong’s manager wrote in that it would be a destination contract and both parties signed it at that moment it changed who was liable for the press if any issues would arise before delivered to the client (GCI) (Melvin, 2011). Under the destination contract it states that the company/organization and/or person selling the goods must deliver to a specific location and in good working conditions if any complications should take place before it is delivered then the seller
Many courts have implied the existence of a contract based on the ideas and presence of promises, policies, and procedures that are written into an employee personnel manual or other such document. These documents have been held as employee contracts based, in part, on the fact that the information contained within the document was presented to said employees at the beginning of their employment. According to the LAW531 text, a factor determining the contract status of a personnel manual or similar document’s terms is the employee reliance upon such terms (Jennings, 2006). It is my belief that this case clearly gives NewCorp reason to worry over the possible contract status of the personnel manual. If held as an implied contract, Pat would definitely possess grounds for a wrongful termination suit.
The contingent or temporary worker is an employee of a staffing company and can be part-time, full time, or seasonal (Bennett-Alexander & Hartman, 2007). It is also possible when working with a staffing company; Cost Club could put stipulations on the time and hours worked. It is important to make sure independent contractors and contingent workers have the proper classification to prevent an increase in cost and to minimize cost that is associated with being an employee of Cost Club. It can be more cost effective have independent contractors and contingent workers when it comes to taxes, civil liability, overtime, and minimum wage as a requirement established by the Fair Labor Standards Act (Duval Business Law, n.d.). Message 3: Safety Managers concern about injury and damages In the case of the employee slapping a customer, Cost Club could be held vicariously liable for the actions of the employee because the altercation happened during the course of employment.
These boards could be national, regional, or local in scope and would typically be composed of an equal number of carrier and employee representatives. If an adjustment board was unable to resolve a dispute because of a deadlock, the dispute could be referred to the Board of Mediation.7 In the 1934 amendments, Congress created the National Railroad Adjustment Board (NRAB), which has jurisdiction over contract interpretation and administration disputes that cannot be resolved through direct negotiations. If the NRAB is deadlocked, it selects a referee to make an award in the dispute.8 A referee is a neutral person who sits with the NRAB as a member and makes an award in the dispute at issue. Additionally, Congress replaced the Board of Mediation with the NMB, which can resolve disputes between parties concerning changes in rates of pay, rules, working conditions, and any other dispute not referable to NRAB. Congress also strengthened the RLA’s provisions that allow carriers and employees to select representatives freely and without interference from each other.
Include a discussion on other relevant aspects addressing discrimination complaints and disputes in the workplace. Format your paper consistent with APA guidelines. Discussion Questions: Can your company legally change your job responsibilities, reduce your salary, or assign you to a different department? Explain why or why not. What are the potential legal considerations for the employer in the event of such
The Railway Labor Act (RLA) was enacted in 1926, and its coverage extends to railway and airline carriers, unions, and employees of the carriers. The RLA guarantees employees the right to organize and collectively bargain with their employers over conditions of work and
When examining the problems at hand, it becomes clear that Boeing should focus on structure. Boeing has recently undergone some mergers and acquisitions and has a giant need to integrate these companies into the Boeing family so employees and consumers aren’t confused and to eliminate duplicate functions between organizations (Galbraith 2000). Secondly, technology is lagging not just in operations, but in employee data tracking and knowledge management. Another application of this could be in the marketing department through the use of metrics to better meet market demand. The use of a knowledge management system would also help to address the collaboration problem that Boeing has between employees.
Obligations of each level of government include: Federal Government * payment and rates of tax * employee superannuation * customs regulations * making sure governments abide by relevant legislation | State Government * provision of employee entitlements e.g. WH&S * payment of payroll taxes * abiding by state legislation * abiding by pollution control laws | Local Government * approving developments and building alterations * fire regulations * parking regulations * business signage regulations | Other Institutional Influences In addition to government bodies, other institutions affect how businesses operate in Australia. Other institutional influences on businesses in Australia include employer associations, trade and industry associations, trade unions and Australian Securities Exchange. Employer Associations are developed in response to the growth of trade unions and represent the interest of employers. Employer associations assist employers by formulation policies in line with union activities, acting on behalf of employers in negotiating enterprise or collective agreements, promoting industry, trade and commerce and providing submissions, advice and information to governments.
The following parts of the essay shall put the theory into practice by examining both airline and hospitality service industries and will also prove that some of the Hochschild’s thesis critiques are flawed. The term “emotional labour” was first coined by the sociologist Arlie Hochschild and it means “the management of feeling to create a publicly observable facial and bodily display” which is “sold for a wage and therefore has exchange value” (1983, p.7). “Emotional labour” has to be distinguished from the term “emotional work” which stated by Fineman means “the effort we put into ensuring that our private feelings are suppressed or represented to be in touch with