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.
Performance Management Plan Ashleigh DeGlopper May 26, 2014 Human Resource Management Doreen Lawrence Alignment of the performance management framework to the organizational business strategy Mr. Stonefield has created specific strategic goals for Landslide Limousine. One strategic goal is to hire an entirely new workforce with 25 employees within the first year of being in business. In order to create an effective workforce, these new employees will need to have a firm understanding of what their responsibilities are. Defining effective performance will give employees knowledge about goals that they are expected to reach and job responsibilities. They should also be taught about performance standards so they are able to reach goals effectively.
This plan will also extenuate the legal risks of you the directors and officers of Riordan and the plan will also address the specific laws or aspects of the law that must be adhered to by Riordan as well as an outline of these steps for employees to adhere to these laws. Risk Management Enterprise There are eight components of the enterprise risk management system that includes internal environment, objective setting, event identification, risk assessment, risk response, control activities, information and communication, and monitoring (COSO.org). The first step in ERM process is to ensure that Riordan has a comprehensive understanding of its internal environment. Riordan and its associates must be able to identify their operating strategies and the way that they are viewed by individuals as well as other companies. Riordan should have a clear understanding of the benefits of operating with integrity and following all ethical guidelines associated with running a successful business.
Adapted from: Armstrong, G., Kotler, P., Harker, M. and Brennan, R. (2009) Marketing: An Introduction. Pearson: Harlow, p.583-584 Appendix 1 – Marketing Plan Action Programmes “Action programmes should be coordinated with the resources and activities of other departments, including production, finance, purchasing, etc.” (Armstrong et al., 2009, p.583) Product ‘X’ (a new multimedia PDA product) will be introduced in February. Following are summaries of the action programmes that will be used during the first six months of next year to achieve the organisation’s stated objectives: Month Action January We will initiate a £200,000 trade sales promotion campaign to educate dealers and generate excitement for the launch of
Compensations and Benefit Strategies Recommendations Amanda Davis MHR/531 November 10,2014 Pat Fitzgerald Compensations and benefit Strategies Recommendations Team A is working on compensation and benefits for Landslide Limousines. Landslide Limousine is a company that is currently located in Detroit Michigan; however, the company is expanding to Austin, Texas. The company currently has 25 employees. Team’s task is to make recommendations on several issues for the limousine company. In the recommendations, the team must include recommendations on compensation structure and recommendation on the position in the market.
While it is not required by law, a company’s online and offline privacy policies are pledges to their customers about how data will be collected, used, shared, and protected and the FTC prohibits deceptive practices. U.S. Small Business Administration
I believe if Teddy’s had its policy communicated more clearly to its employees, Virginia Pollard would not have been harassed and man would not put her in such a situation as they would know what the potential consequences could be. 4. I do not think that Pollard’s case would have been different if her replacement has been a female. Virginia Pollard was a victim of discrimination and sexual harassment and that is what has already happened. If her replacement was a female Teddy’s could use that to show that they are not discriminating towards whom they are hiring and the policy is in the effect.
Employment Law Compliance Plan Peter Sidiropoulos HRM 531 Sept 30th 2013 Dr. Rosie De Cosmo September 30, 2013 MEMORANDUM To: Traci Goldman From: Peter Sidiropoulos Dear Traci Goldman: Subject: Employment Law Compliance Plan Mr. Bradley Stonefield is creating a limousine company that is based out of his home town in Austin, Texas. His goals employment goal is to have 25 employees by the year’s end of his business being in operations. In order to help Mr. Stonefield with his entrepreneur goals we will help develop an employment law compliance plan. This memo will examine employment laws it will also deal with the penalties that can be enforced for noncompliance
Physical intervention may only be used upon ensuring safeguards are in place for the member of staff and also the person involved and when social and mechanical intervention is not sufficient . Moderate risk to prevent danger to others should be expected but physical intervention may not be used if there is a substantial risk of injury or it conflicts with any individual care plans in place. Holding or restraining the service user should only involve contact with robust areas of the body – i.e. arms, legs and torso. It should not involve pressure against a joint, holding by the neck, hair, fingers or any sexual area.
Employment Law Compliance Plan Annette Holmes HRM/531 October 20, 2014 Anita Orozco Employment Law Compliance Plan To: Marylee Luther HR Director Clapton Commercial Construction From: Annette Holmes, liaison for Atwood and Allen Consulting Re: Employment Law Compliance Plan Marylee Luther of Clapton Commercial Construction is planning to expand the business in Michigan to Arizona. The company currently employs 650 people with the addition of adding 20% more in Arizona. However, before Clapton Commercial Construction expands to Arizona Mary Lee need to be made aware of state and federal laws that may affect the construction business in the state of Arizona. Atwood and Allen Consulting want to make sure Clapton Commercial Construction