It was stated on the door before you were to enter the facility that you were not allowed on the premises wearing gang colors. So with that warning customers that they are entering a place that is aware of the dangers in the area and that the place of business is doing a duty to make sure it patrons are in an environment that will be safe. The business had a duty of obligation to make sure they are doing their best to prevent violence from happening to their customers. Instead of following through with their duty they allowed the bikers in and didn’t follow with what they said and put their customers in harms way. This case is relevant to what I have studied.
Not to act or fail to act in a way that results in harm. Act within your competence & not take on anything you do not believe you can safely do. Failure to follow these can lead to disciplinary action or even prosecution. As part of “duty of care” not only are you working within the law but also with policies and procedures and agreed ways of working within your own workplace . These are in place not only to protect and guide individuals, but also their families, friends, their property, work colleagues, your employer and yourself.
That is probably what the company should do, because they want to make sure they are doing everything within their power to alleviate the problem, just in case Darlene decides to get a lawyer and file a suit. The policy would not solve this problem, because Darlene is complaining about old smoke, and smoke odors can cling to the clothes of her co-workers. Smoking in the file room should be prohibited not only because others have to use the room however it could be considered a fire hazard since a file room will have a lot of paper. From the Employment Law Advisor website a sample of a smoking policy
The implied duty of fidelity protects business interests and imposes a obligation employee must not disclose any information or trade secrets of their employers business. Throughout the course of employment, an employer will obtain information, which may possibly be confidential information. If an employee’s position is highly ranked then there will be possibilities that the employer has acquired potential confidential business information that may be disclosed this type of situation will need to be addressed and employers will need protection. In Thomas v Farr plc. , the categories of information was sectioned out to address what type of information is not to be disclosed when the employment contract has ended.
Assignment 204 Task C- short Answer Questions Ci Explain what a social care worker must do if they become aware of unsafe practice. First, discuss with his colleague (who is performing) about the unsafe practice and the risk involves result in this practice. Then he can show the safe way to do and explain how it minimise the risk. Any unsafe practice should be recorded and reported to the manager in order to be corrected informing all of the staff by providing training or necessary information. If manager does not hear you, or nothing come in action to eliminate unsafe practice, then you have all the way right to complain to the social service, CQC, health and safety commission and department of health.
Under the Whistleblower Protection Act, employees who disclose illegal or improper activities are fully protected. The secretary is obviously troubled by the situation at her work. Refusing to prepare false expense reports for her boss is one way that the secretary expresses her feeling strongly that her company should do what is right. “The whistleblower profile is such that, if nothing is done to respond to their internal complaints, they often feel compelled to disclose to authorities outside the company-even to the media” (Halbert, Ingulli, 2012). In the primary interest of our entity, its incumbent upon employers to find a right balance between the exceptions to the employment-at-will doctrine to avoid liabilities associated with the violations of the exceptions.
i know it’s important to deal with the fire but I think the number one priority is the safety of your men. I am pretty sure there was some safety issues with the plant and Magnablend over looked them which caused this fire. There needs to be safety risk assessments for every operation in huge scale chemical plant like this, so this accident doesn’t happen again. References Lefebvre, Ben, and Ana Campoy. "U.S. News: Fire Engulfs Texas Chemical Plant."
She definitely has a legally viable claim for a hostile environment sexual harassment. She reported the issue to her manager after being asking her supervisor to stop with the verbal and unwelcomed sexual related words. As stated by the EEOC, even though the law doesn’t prohibit simple teasing, offhand comments, or isolated incidents that are not very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment. Therefore, Brittany’s management has the obligation to create a work environment that is free from harassment. Title VII makes employers liable to prevent and stop sexual harassment of employees.
While only addressed as Editor by the article, I looked on the New York Times Staff page and believe that Andrew Rosenthal, the editorial page editor of The New York Times, is who they’re talking about. He most likely lives in New York, and is against the use of tobacco products by younger adults and teens (as well as children). The Editor wrote this article for his job and because he thinks it’s wrong of the tobacco industry to be avoiding taxes and for them to be selling flavored tobacco products. His purpose is to inform the public of the avoidance of taxes by tobacco companies and the harmful effect of flavored cigars/other tobacco products on young adults, so that the public may put pressure onto the F.D.A. and Congress to make the necessary amendments to the current laws and regulations to prevent these two problems.
A company that tends to have such policies of no tattoos or body piercings needs to be aware of such policies so that they can avoid a discrimination case. Employers looking to hire anyone need to make sure that they are following all policies just in case they may hire someone with body art. Companies hiring people with body art need to make their policies known and have them in writing so they can avoid a law suit. As of to date the government does not have any rules on how employees look but if company’s hire a person with tattoos they need to include it in the manual to protect themselves. Some tattoos and body piercings are distracting in a workplace.