The first violation was the failure to provide training to employees and their managers about how to recognize and avoid unsafe working conditions. It was proven that Williams did not provide training for trenching hazards to the two employees working in the trench. Furthermore, none of the supervisors or managers for Williams Construction was familiar with OSHA safety requirements. The second violation consisted of Williams providing only one safe means of escape out the east end of the
2) Why isn't MWX selling? (.5 - .75pg) Kathon MWX is not selling because, either customers aren’t aware of the product or customers do not see a need for biocides. MWX is a "maintenance" biocide, meaning it would not work with the initial concentrate, thus it was not going to sell as part of that market. When customers are making initial purchases for their metalworking business they may forget to buy products for extending the life of their fluids. If customers are visiting their local industrial "supermarket" these facilities do not display MWX prominently and the 14 person sales force dedicated to this product are unable to educate large numbers of sales reps and end-users on the benefits of MWX.
Finally, the evaluation system failed to require managers to provide feedback to their reports, inhibiting an environment of learning or growth. Challenges Encountered and How the Company’s Culture Could Be Leveraged During this type of restructuring, where tough losses are incurred, any
• The employer does not have any complaint mechanisms for employees who are harassed. • The employer used reasonable care to prevent and correct the sexually harassing behavior. Find the final exam answers here LAW 531 Final Exam 2. Choose the correct statement about the Environmental Protection Agency (EPA). • It is exclusively created to regulate air pollution standards.
There is no proper linkage between corporate HR structure and operations at the plant level. In other word there is no chain of command kind of linkage between them. It seems that operations office can do the HR functions by themselves like hire and fire which is in fact corporate HR department’s sole function. The leave reason seems to be written by the supervisor not the employee, this is not logical. 2.
Rejection of parts causing delay of foreign shipment of substantial spare parts order 2. Engineer responsible for part refused to use gear as bored holes were actually bearing seats and needed to have a smooth or ground surface – indicated inferior workmanship 3. No notation on engineering drawing calling for any finish on bore of holes specification, and all other specifications within tolerance 4. Engineer felt that a good subcontractor making the spider gear should understand the need for a smoothed surface for a bearing seat, and thus refused to add a notation to drawing regarding that need ii. Magnaflux mark not clearly legible on all pieces 5.
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.
It also refers to situations in which there is no perpetrator and neglect is the result of the individual refusing care. Signs and Symptoms: • Dehydration. • Malnutrition. • Untreated or improperly attended medical conditions. • Poor personal hygiene.
Inventory, quality, vendors, management, and the workforce were all inefficient in the current operations. Various improvements were needed to create a lean operation, starting with buy-in from the managers. Henry Malone, manager of shop operations for thermocouple manufacturing, did not have a positive view of JIT. The facility did not have an integrated system to track inventory and viewed the shop’s floors a “no man’s land” due to goods disappearing after leaving the stockroom. Other issues included setup times and incentive programs.
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.