We are responsible for noticing and monitoring our own emotions. Right to make sure that opportunities for lawsuits are minimized. (Incorrect) Because the legal process can be both properly used as well as abused, operating from a place of protection is not useful. We cannot guarantee what people will or will not do. Right to expect that processes will be followed.
(pg 343)” In this case, there was an evident purpose to relay a message. First because the manager felt that I, as his assistant, was not delivering a service that he needed. The second purpose was the information required by the Human Resources department. There was communication on their part, but, the supervisor did not respond. Third was the need for me to know not only that there was a dissatisfaction with my work performance, but, also that there would be consequences that affected my job.
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. When a client will not allow the auditor to gather evidence needed to perform a correct auditor then the opinion can be affected. The auditor cannot attest to the fairness of the financial statements if the evidence is lacking or
The OSHA investigation concluded that if these regulations were followed, the tragic event could have been avoided. The legal issue is whether or not the courts and the construction company itself should up hold the violations of specific OSHA standards. Explain what the employer did or failed to do that violated the OSH Act. Williams Construction failed to do four very important procedures in regards to the regulations of OSHA. The first violation was the failure to provide training to employees and their managers about how to recognize and avoid unsafe working conditions.
(b) The ethical issues are non-disclosed inefficiencies in the production methods. The managers who did contemplated and did not disclose the information. The managers also were thinking of covering up the mistakes behind the headlines of Princess Diana’s death and Mother Teresa’s
If the medical imaging professional was listed in the paper then the time of his arrest his employer should have been notified. His employer then should have taken disciplinary action against the professional as a code of conduct and standard of care. In this case I would think that the facility would be held in neglect. He or she should have been deciplined, whether it is suspension or community service. Medical negligence means a breach of the health care providers duty to follow the applicable standard of care, which results in harm to the
If no proof is provided, under the minority view of The Specific Intent Test, it could be concluded that the company did not want the employee or any other employee to quit, but to abide by the new policy in order to keep up with the demand of the company’s growth. If the company’s working conditions are found by the court to be reasonable, the claim will fall short under both tests. With regards to the current claim against the company, the change in the work schedule policy affects all production employees. It was not the intent of the company to make the change to cause working conditions to be so unbearable that an employee would quit, therefore it is not constructive discharge. For the protected class of Religion, Title VII states that covered employers shall not treat employees differently based on religion, harass employees based on religion, deny reasonable accommodation requests, or retaliate against employees (EEOC, 2012).
Shirley Wright’s comment makes me more likely to file a formal complaint. Due to the fact that these new employees are making sexual references that are offensive and should not happen in the workplace, I feel that they should be punished. I do not agree with the punishment because I believe someone should be reprimanded but not fired. This is a first time occurrence so I don’t see why someone should get fired for that. I think they should be reprimanded and if it’s something that they continue to do then their punishment should be getting fired from their job.
Program failure is when the plan or change is not implemented properly, contrary to theory failure, which means that the plan itself was a failure (Patton, Sawicki & Clark, 2013, p. 344). Policy maintenance is important because it focuses on implementing the plan according to how it was written. This keeps changes from accruing during the execution of the plan and it forces a system to make sure nothing is overlooked. For example, losing track of the border patrol agents or not communicating with the police agencies near the closed stations would cause incidents that would produce bad publicity. There should also be a monitoring policy, which will record the effects of closing down the four stations.
The demographic makeup of leaders differs from organization to organization which reflects in policies and procedures differing and resulting in no concrete principles for all organizations to follow (Hellriegel & Slocum, 2011). If no organizational policies and procedures were in place, the organization would be susceptible to major problems which could undermine their profits or bottom line. By having these organizational policies and procedures in place, employees are aware of the significant consequences that can result if unethical activity occurs, which can include or lead up to termination of employment. Also, these policies and procedures lay the groundwork for defense against frivolous lawsuits set off by employees who have acted