The man could go to the court system and fight for his position on his behalf of discriminating against him for the way he looks. Probably not wanting the job after knowing the reason for not hiring him, but to prove my point would be more of what I would fight for. This man could also take some consequence with not saving his facial hair. Him and his family could have been depending on this job, the man might also think to himself that with this facial hair he would never get a teaching job, and maybe he should just stick it out and get rid of his facial hair despite on how his feels about his it. To me this is not right; someone having to sacrifice something they do not want to please someone
* Should Coast4Life register its ships in Liberia and hire unskilled crew and hospitality workers from underdeveloped countries for low wages? Operational Issue: * Should Coast4Life implement a web-based booking system? Analysis of Issues: Alternative 1: Divesting the Fraser Dry Dock Discuss financial impact after showing the quantitave analyses in the appendix Pros: * Cons: * Not supported by the general manager of the dry dock * More BC communities lobbying the government for assistance in building docks for cruise ships and freighters * Would hurt Coast4Life’s reputation for safety * The layoffs could damage the relationship the company has with the local community, the city, and other governments. Alternative 2: Target a more profitable market segment Discuss financial impact after showing the quantitative analyses in the appendix Pros: * Offers unique services and features (e.g. whale watching, ports of call) * Offers value for price (Coastal Native) and special amenities (Natural Splendour) * Experienced sailors; low turnover * Dock and head office in good location * Good management team * Government agencies promote tourism in
Though John had sympathy for the family pressures she was facing, but her unpleasant behavior was affecting the efficiency of the entire team and the organization. On the other hand, Andy another employee with CES and a team member for the waste management committee, made it worse by creating negativity in the mind of Vincent on the very first day of his office. Vincent resigned his earlier job because of the internal politics and did not want the same issues again. Vincent tough tried in altering Gwen’s job description but knew she won’t be satisfied with that too. John’s inability to anticipate issues and take up steps to resolve the conflict arising due to the Vincent’s presence is harming the output of the organization.
In my opinion, the Quadriplegic Centre breached this duty of care by failing to warn McMurtrie of RJ’s violent history, and therefore breached the duty of care owed and was negligent. If I was the judge of this case I would make the Quadriplegic Centre Board of Management pay damages for McMurties pain and suffering, loss of wages, and medical bills. The second case I have studied is The Uniting Church Vs Takacs matter. Thirty-two year old Mr. Takacs, an experienced painter/contractor, was requested by the buildings' maintenance manager at a Village operated by the Uniting Church to quote on painting an old roof. Mr Takacs had no firsthand knowledge of roofing and was seriously injured when he fell nine metres, after tripping on the roof while undertaking the task.
If the employee performance does not improve to a satisfactory level within the specified period of time, termination will follow. (Schumacher, 2008 p.13) Pat contends, in the scenario, that he did sign a statement of understanding regarding NewCorp’s at will employment policy. However, Pat believes that the aforementioned clause in the personnel manual should render his termination invalid. As well, Pat recently became vocal at a school board meeting on a very unpopular issue. He contends that, as a result, senior management at NewCorp became noticeably unfriendly and that this played an integral part in the decision to terminate his
Memorandum To: John Doe, Toy Company CEO From: Date: Re: Constructive Discharge Claim Confidential Constructive Discharge Claim A former employee of Toy Company has filed a lawsuit claiming constructive discharge after a work schedule policy change. The employee claims that the new work schedule requires employees to work on a religious holy day. The Equal Employment Opportunity Commission (EEOC) defines constructive discharge as forcing an employee to resign by making the working environment so intolerable a reasonable person would not be able to stay (www.eeoc.gov). Based solely on the information I have been provided, this employee does not have a valid claim. The first reason being, the employee must inform the appropriate
The former employee believes that the change in policy has forced him to quit because he has to work on a religious holy day. Constructive discharge as legal concept Nolo’s Plain-English law dictionary describes constructive discharge as an employee quits because the working conditions are so intolerable that any reasonable
Creon is sorry for what he was done, he repents, but it is already too late. He only finds true justice when everything he cared for was gone. Creon’s tragic flaw was that he was resolute; he did not want Polynieces to be buried. He received multiple warnings that this would lead to his downfall. He was put into the position of King.
“She’d had a lot to say—far too much—so she had to go.” Gerald Croft concurs that Birling “couldn’t have done anything else.” Birling is starting to become a little unsettled by the Inspector, and he asks Goole to spell his name, which he does. Birling then tries to threaten the Inspector by K mentioning that he is an “old friend” of the Chief Constable, Colonel Roberts. The Inspector simply remarks, “I don’t see much of him.” Eric comments that, were it I up to him, he would have let Eva Smith stay at the factory, which provokes an angry putdown from Birling, who then tries to close the case: “I don’t see we need to tell the Inspector anything more.” J Sheila enters from the drawing room to find out what is happening, and she is surprised to see the Inspector.
The death of Osama bin laden was predicted to have a negative effect on functioning of Al-Qaeda group as they lost their head and would undergo structural changes. (John Rollins, 2011).The first problem was the friction in the succession process; the Al-Qaeda needed to get a leader with charisma equal to Osama’s to lead them. Thou not as inspiring and loved like Osama, Ayman-al-Zawahiri was chosen (Col.John Maraia 2012) He had problems finding a deputy; this limited Al-Qaeda effectiveness and potentially exposed them to counter terrorism efforts. Zawahiri had to build his own image, strive and earn loyalty and trust from heads of Jihadi groups so as to construct connections between Al-Qaeda and its affiliated organizations and networks. He has to learn how to motivate the homegrown terrorists and how to recruit more members into the Al-Qaeda’s military.