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. The company in this scenario has grounds to terminate the supervisor, but I would issue him/her a written warning hoping that this situation can be resolved among us within our company. This is the case where the potential act of whistle blowing would help reveal the wrongdoing of the business world. I strongly believe that it takes a special person with strong morals to take the ramifications of whistle blowing. Losing a prized job, having to down size your life, and your life being wide open to scrutiny are effects of whistle blowing.
Second, an inventory of the companies fixed cost needs to be developed to inventory these costs and make a determination as to which of these costs could be lowered or eliminated. • Consider lowering employee wages, reducing the number of employees, or removing and hiring new employees at a lower wage. • Evaluate production costs to determine if these can be lowered by substitution of products, lower the number of units produced per day, or explore modifying the product. Assess the circumstances in which the company should discontinue operations and how management should react when confronted with these circumstances. Provide a rationale with your responses.
To: CEO From: HR Re: Memorandum Regarding Constructive Discharge Question presented: How the company should respond to claim regarding constructive discharge in new policy. 1. Whether the doctrine of constructive discharge is relevant Constructive discharge is “a termination of employment by making working conditions so intolerable that an employee feels compelled to leave.” Garner, Bryan A. Blacks Law Dictionary (West Group 2009). Although courts may differ throughout the states, there are generally two main elements to any constructive discharge case: 1) an employer makes a change in working conditions and 2) the change is so intolerable that any reasonable employee would leave.
Lastly, the company and their leadership could refocus and correct its course to build the brand. The last option is like the old adage to “wash, rinse, repeat.” Refocus, move forward and continue that process until success is achieved. With the first potential solution for Rite Aid, it would be necessary to be willing to continue losing. The second alternative would be sell the business, which would take time, talent and eventually would take the company to a different leadership. Lastly, taking the time to refocus is difficult and costly.
Thence, my fundamental objective is to find and propose solution that my uncle might utilise to settle his company’s issues, known as Capelo Design. When overlooking a decrement on the cash flow, my uncle have to positively classify funding choices to hold his company in circulation. Furthermore, he must know and discover what the problems are with his business and control what sectors emerge the most cash to come out of his business. Nevertheless, the receivables are almost always a great issues, for the reason that my uncle is much occupied with his company, on order that he forgets to dispatch the money for a lengthy period. Whichever operation is established upon, my uncle should guarantee that Capelo Design is implemented rapidly and that an attentive eye is kept on the cash flow situation in the future.
The contracting of the entire department or even a single task to an outside vendor translates to the turning over the management and control of the function to another company. Another reason to not outsource, is to avoid the additional possible security issues that comes with turning your information over to an outside vendor (Bucki, 2012). Risks Associated With Outsourcing When outsourcing to another company there are various risks that come with this process. One risk can come in the form of quality issues. The vendor will be function in effort to make a profit as is with all businesses.
Unit 16 p3 Motivation –Motivation is the driving force which keeps people going and business always thrives to motivate their employees to their best of ability. Taylor- This motivation theory is that depending on the work you produce is how much money you should earn a day so if you exceed the employer’s expectations then you deserve more pay. As this is an old fashioned method Tesco don’t really use this method. A disadvantage of this method is that Tesco can’t keep a track on all of their employees, so you can’t keep a track on what they have done thorough out the day Mayo- This theory involved the business to involve its employees within the business and to communicate with their employees. He thought that people should be treated
The restructuring of Auto World will have an impact on their current earnings and the store closures need to be properly disclosed. FASB ASC has specific guidelines that must be followed to report discontinued operations. According to numerous ASCs, Auto World’s closures of the Pit Stop Centers should not be reported as discontinued operations in Auto World’s second quarter financial statements. Rather than being reported as discontinued operations, the Pit Stop Center stores should be considered as continuation of operations. An entity that is classified as disposed or held for sale, under ASC 360-10-45-9, should be reported as discontinued operations, under ASC 205-20-45-3, when the two conditions under ASC 205-20-45-1 are met.
Question: (TCO 2) ABC Manufacturing Company has the following total job cards. Job A $6,500 Job B $5,630 Job C $3,825 Job D $3,800 Job E $6,300 Job F $4,200 Jobs A and B were in Finished Goods Inv. at the beginning of the month. Jobs C and D were in Work-in-Process at the beginning of the month. Jobs E and F were started during the month.
Starting to get behind on tasks will put increasing pressure on the EO and they may start rushing everything else, this could affect the end results in either being failures or below the asked standard. The procedure for this should consist the following: * Date of Event * Location of Event * Budget Whilst preparing for all this the event organiser (EO), should check with the employer. This is to make sure that the arrangements are acceptable and appropriate according to the employer’s needs. The EO will have to ensure that whatever is being hired / used is within the budget and if they do get slightly out the budget they should refer back to their employer about this and seek advice. Importance of Meeting Legal Requirements.