It is expected that a CPA will not engage in an assignment without proper qualifications. Your firm has the ability to bid on two projects: the first is engagement and examination work—not consulting or audit—for a small county hospital. The second is work for a private, not-for-profit nursing home. Prepare a memo of 700-1,050 words for the senior partner. Include an abstract.
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.
www.studentehelp.com 1. What defense can an employer use to a charge of sexual harassment? • The harassed employee was not made aware of the company's antiharassment policies. • The harassed employee took advantage of the preventive measures provided by the company but still could not avoid being harassed. • The employer does not have any complaint mechanisms for employees who are harassed.
However, Mrs. Miller has failed to prove that the fourth criterion to establish discrimination was met. This case supports my recommendation of litigation because the change to the schedule affected all production staff. Those who are not in Mrs. Miller’s protected class were not treated more favorably than Mrs. Miller. The schedule change required that all employees who had previously not worked weekends would now be required to work the rotating schedule. C2.
Case Study Analysis Paper COM/215 January 24, 2013 Study Analysis Paper Introduction Johnson and Smith creative consulting firm has been hired by ABC, Inc. to assess current issues involving training and hiring practices. Upon completion of this analysis, all training deficiencies will be identified and corrective actions will be provided. This firm will recommend new and improved hiring processes for the company. The analysis began by collecting information from ABC, Inc. on its current hiring and training process. It concluded that the company lacked the proper screening to eliminate unqualified personnel.
| Cost Club | Memo To: | Pat Sutton | From: | Leonna Whitfield | | | Date: | June 23, 2015 | Re: | Human Resource Issues | | | Discharges at the Anderson Cost Club Store Pat, since the Anderson Cost Club Store is located in a right-to-work state, the general manager was justified in not giving the employees a reason for being discharged. There is no evidence of any broken labor laws or violation of employee rights on behalf of the general manager. In a right-to-work state, an at-will employee can be terminated at any time and without notice; as long as the discharge is not for reasons of discrimination, intimidation, retaliation, or breach of contract. There have been no formal complaints about any unethical treatment or violations from the discharged employees. Since this particular store is located in a right-to-work state, I can assume that the discharged employees signed an at-will-employment agreement which notifies them of the company’s right to terminate their employment without notice.
As Mr. Stonefield is planning to have 25 employees so ADEA will be applied to the company. The ADEA covers just about every aspect of business concerning the employee and his or her rights in regard to age. If the organization would not follow the law the then an individual can file a suit against the employer. The court reserves the rights to ask the employers to give the employees benefits and wages that the court believe he or she has lost due to discrimination (AARP, 2006). The Civil Right Act of 1964 Another law that the organization must follow is the Civil Rights Act of 1964.
To go on, these same eye witnesses were never questioned by authorities until 48 hours after the incident occurred. This is a perfect example of how the Oxford police were indifferent to the crime and had no interest in pursuing justice. It is one thing to realize that so many townspeople would care so little, but it is the police’s job to care and effectively ‘protect and serve’. The racial killing of Marrow was not only grossly unnecessary but also morally lacking. It is hard to believe that even in the 1970’s so many people in my own town could so readily display such a disgusting side of human nature.
What works for one salesman may not work for another. Some may like recognition and some may not. There are many different things you need to learn about each salesman before you can effectively manage them, and that takes time. It is also not fair to the salesman to have to keep reporting to a different district manager each time they are replaced. This will cause a lack of consistency in teaching from the management side and discipline of the employee in balancing both clients and management.
To determine the factors that bring out the best performance in organizations’ employees, Gallup has done an extensive research on employee engagement model interviewing many employees and managers using several probing questions and came up with answers revolving around 12 elements which were first mentioned in the book First, Break All the Rules: What the World's Greatest Managers Do Differently (Marcus Buckingham and Donald O. Clifton). These elements are discussed in detail in the book 12- The Elements of Great Managing (Rodd Wagner and James k. Harter). This book primarily emphasizes the fact that an employee can only bring out his best when both his personal and professional needs are addressed, and all the 12 elements discussed in the book revolve around this basic principle. The 12 elements of great managing are: 1. Knowing what’s expected.