In the end, the choice he made was probably the better of the two. He did step down as COB but still pretty much kept his place in authority at B of A. I would, if at all possible, tried my absolute best to avoid having to merge with a company such as Merrill Lynch. The CEO and his colleagues should've done their research and find that out for themselves. 2. I think that the error in decision making came because the CEO didn't know the terrible status of the company.
* Administrative laws are elected by administrative agencies. * Treaties are contracts that are between two or more political authorities. * Executive Orders are laws that are enacted by a state governor or the president of the
1 requires that "in all matters relating to the assignment, independence in mental attitude is to be maintained by the auditor...he must be without bias with respect to the client. "26 Because a principal purpose of auditor independence is to provide assurance to investors, the accounting profession has long required independence not only in fact but also in appearance. SAS No. 1 states, "Public confidence would be impaired by evidence that independence was actually lacking, and it might also be impaired by the existence of circumstances which reasonable people might believe likely to influence independence. "27 Accordingly, "Independent auditors should not only be independent in fact; they should avoid situations that may lead outsiders to doubt their independence.
If an employee fails to follow clearly stated instructions without a compelling reason, then there is a violation of duty of performance. However, there are instances where the stated instructions are not exceptionally clear to the employer, in such a case he or she should act in good will, and in a reasonable manner under the given circumstances (Bower and Bower, 2005). In this case, Herman told Jake that his sole responsibly was to work on oil changing and not necessarily change the tires, brakes, and transmission. Therefore, it appears as Jake is violating his normal duties. However, according to Jake, as a certified mechanic, he has standards he must meet and that he has just acted reasonably as per the given circumstances.
There was not a written agreement between United Thermostatic Control and the customers, so therefore, the shipments should not have been sent. Campbell had been reassured by Lorenzo, Executive Vice President of sales and marketing, that there is nothing wrong with recording the revenues in 2010, however, this was still a concern for the CPA, Tony Cupertino. The legality of the events was within the laws of federal, state and local government. Reporting the revenue properly after sending out the shipments would not have violated the FOB shipping point. Although the shipments were sent before they were scheduled to, Cupertino was uncertain whether to pursue this issue any further.
Implications: As shown in the Sanders case, the implications for human resources can be dire. One of the main factors that the Court took into consideration with regards to the constructive discharge claim was that the employee manual was not consulted or referenced. This key piece of documentation, had it been used, would likely have prevented the entire case from happening. HRM has a high level of responsibility to ensure that employees see them as a competent entity within the organization. Policy: Equal Opportunity Employment laws require organizations to make hiring and staffing decisions without discrimination.
How does duty of care affect your own role? You must be able to carry out duties that you are competent to do so. It is your duty to inform your line manager and decline the work that you have not been trained for here are two examples below You have had manual handling training to use a hoist there for you can use it safely and properly. You have not had training to use ceiling hoist, you cannot use it as if you did it would be unsafe and could cause an accident. You must be accountable for keeping records safe, reporting problems, and for your own decisions.
Taking responsibility has been served as a privilege. Since the IKEA was unaware of making the mistake by accepting the contract without further investigating the production facility of the supplier. By having a representative showing up on the video program, IKEA will proclaim that not only the company has guts to accept mistakes it committed but also cares to rectify it. Last but not the least, Marianne Barner should further mention IKEA‟s inadequate engagement in social
We believe that both the employee and the employer were unethical in this case because it illustrates a degree of moral intensity. The employee had a due diligence to the employer and should have brought his concerns to higher management instead of blogging it on a low profile under a false name. The employer had a due diligence to the employee and should have expressed their concern to the employee. The employer could of asked the employee if he could have deleted the blog or edit it so that the name of the employer was not mentioned. The degree of harm that could have happened to the company was not justified because when a search was made in an Internet search and the blog was not easily accessible in the public domain and this does not give the employer the just cause for termination of the employee.
An employer is not liable for the torts of an independent contractor, but he will be responsible where the contractor's negligence produces a breach of the employer's primary duty Every employer has a common law duty to provide a safe workplace, safe equipment and a safe system of work for employee in order to avoid injury to employee in all area of their employment, Connolly v. Dundalk UDC (1990). The Common law duties to take reasonable steps to provide a safe place of work for employees by employers are such that they can not be delegated to independent contactors so as to avoid primary liability been transferred on employer, and to make sure that their duties are carried out efficiently, Heeney v. Dublin