There was not process in place to follow for recovery for when a mistake was discovered or a problem was reported. The funds were not distributed for the natural disaster that they were earmarked for which has caused some uncertainty for future donations from the public and private donations. This system is supposed to be part of the corporate culture and should have established integrity for all the stakeholders. However; the American Red Cross did not have this in place which has caused turmoil within the organization and has caused them to be running a deficit and has had to downsize. A code of code of ethics should be developed for the American Red Cross.
The changes they made didn’t affect the business of their place of employment. They refused to change their appearance back to “normal” in order to keep their jobs. They both filed for unemployment compensation and were denied based on being terminated for misconduct. The difference between the two cases is that Apocada dyed her hair and Attired had a visible tattoo. Application to Client’s Facts: The facts in both cases could not be proven that personal appearance affected the sales of the business.
No one person or company and or organization should be allowed to discriminate against an individual on the basis of sexual orientation choice and they are most certainly not allowed to discriminate against an employee due to the way he/she decides to dress. More importantly when they are off the clock. This decision would be akin to firing a woman truck driver for wearing a flannel shirt and a pair of jeans while off-duty; this would be absurd, the decision to fire Oiler based on his choice of wardrobe when he off the clock is absurd and completely unwarranted. Oiler had a squeaky clean record during his many years working for Winn-Dixie; he was basically the perfect employee and to violate his employee rights and invade his privacy as the company did clearly shows a degree of narrow-mindedness and bigotry It would be easier to understand this decision, if Oiler had been dressing this way on the job due to the fact that many organizations must insist particular dress-codes but; even if this were the case, Oiler would have been given a warning and offered the chance to “conform” to policies, but they fired him based on his behavior off the job is a huge violation of numerous federal and state laws as well as his personal rights. If nothing else these four things will happen in lou of this event.
5. The confidentiality agreement did limit the scope of the audit performed on ZZZZ Best. It is the job of the auditor to obtain sufficient and appropriate evidence. When Ernst & Whinney were not allowed to follow-up with anyone involved in the restoration process that limited their ability to gather evidence. The company should have been able to follow up with all venders and customers to attest to the validity of the financial statements and they were not able to do this and not able to gather the “appropriate and sufficient evidence” needed.
As the plaintiff Mae Tom has all the rights to sue the store owner for negligence. The store owner should keep the store in a safe condition at all times. The Kresge’s failed to practice the mode of operation rule. The business does not keep any record of past incidents which makes a stronger case against the store that it may have had similar incidents reported and failed to do anything about it. The owner may have verbally received many complaints from customer about its wet floor in the past and it consistently ignored the fact that it can be prevented by fixing the problem.
a. Thomas Green i. Did not seek guidance from more seasoned managers like McDonald had suggested ii. He directly confronted Davis on his alleged propositions for 2008 sales iii. His lack of enthusiasm in the company has affected how well he performs b. Shannon McDonald i. Did not directly respond to the first email Davis sent her.
However, the School Board meeting during which Pat expressed unpopular opinion falls outside the public policy spectrum. Furthermore, the company’s personnel manual outlines procedures to deal with “unsatisfied employees.” Pat does not meet the requirement of unsatisfied employee either as there were no complaints about his performance. Pat signed an at-will employment with the employer, thus negating any provisions in the employee manual. If Pat had relocated based on the promise of the employer that he had a secured job for a period of time, he would have a case of breach of contract. This is not the case.
His passing away gave the opportunity to Mr. Rubble to regain his authority; which he should never have degraded his position in the first place, as Mr. Rubble is responsible for procurement and a director radiology should not have the authority to rule over the decision making of the corporate director. In my opinion Mr Howell policy for procuring goods was not open and transparent, it seems that he was influenced by Kodak to dominate the market. This is not good procurement procedures to let a supplier corner the market by offering equipment, maintenance and service at a discount as this information must be outlined within the contract before Pacific Healthcare agrees to do business with any supplier. Kodak also stated that if Mr Howell choose to use another X-ray film supplier they would refuse to provide these services. Manufacturing X-ray film price per sheet Kodak $1.80 Agfa $1.58 Dupont $1.50 Fuji $1.40 3M $ 1.35 Procurement policies must include the need for basic procurement standards and requirements to be met, these are important
Therefore he believed that the entire diet industry was dishonest and fed us nothing but lies. This makes him believe that being fat isn’t an issue. Throughout his entire article Paul Campos only talks about his circumstance and fails to address other circumstances other than his own. Therefore his statements can’t be seen as accurate or correct. There are a few points I agree with Campos but overall I think he just didn’t seem to see the bigger picture and just based his argument with his own
Barriteaun didn’t care who he hurt with his racial comments and pictures and definitely didn’t care about his ethical commitment to protect his community from people like him. What is more amazing is that when the report came out about who was behind this hatred Facebook page, Barriteaun was put on paid administrative leave and not terminated as this was a huge surprise to everyone. The Boston police department could have made a very good example of Jason Barriteaun’s case, they proved that they would not tolerate support or standby a police officer that turns his back on his ethical commitment to his