...65, or 1 year after EE is able to work · Schedule 1 ER (90%) classified on rating, good experience pay less, bad rating pay more. Financial insentive: refund or surcharge given to good ER's · Effective Claims management: investigate injuries, file form 7 within 7 days, document minor claims, respond to Board inquiries, accomodate up to undue hardship, don't contact physician, keep medical files confidential, determine if SIEF pays, keep notes, challenge only doubtful claims · Second Injury Enhancement Fund (SIEF) ___________________ · Ch 11 Navigating Employment relationship · Employee Policy Manual: serves legal purposes, pre-established rules, consistent treating of EE's · Not Binding unless: 1. Ensure that the employment contract or letter...
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...McGurn v. Bell Microproducts Cause of Action: Silence as acceptance Material Facts: Donald Bell, President of Bell Microproducts extended and offer of employment to George McGurn, for position of Vice President for the eastern region. McGurn said that id her worked for Bell, he required a written contract that included a termination cause stipulating that he would receive six months salary and half of his commissions in the event he was fired. After several discussions with an official, Bell extended an offer of employment to McGurn, but the offer had no termination clause in it. During a conversation between the parties, McGurn said that he would consider a termination clause that was limited to the first 24 month of employment, and bell said that would be acceptable. Bell issued another contract but it did not agree with McGurns termination clause. When he signed the contract he crosses out 12 and put 24 and initialed it. Bell silently regarded the alteration and McGurn worked for over a year. Bell then fired him and refused to pay the severance. Procedural History: the district court granted summary judgment for McGurn and entered judgment for him in the amount of $120,000. Bell appealed Issue of Law: Does the silence as acceptance clause apply to the statements said by MacDonald? Holding: No Rationale: Silence in response to an offer does not constitute acceptance unless the person offering takes benefit of offered services with reasonable opportunity to...
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...ring he met with John at Jimmy’s Poor-Man’s Bar which was not a client of Coleman’s. Coleman decided to show John a cool trick that at the end it killed Jimmy and the bar sustained a lot of damage. Because of what occurred at the Bar Software Inc. terminated Coleman’s employment. Coleman decided after a week of his job being terminated that he would make amends with John. He took John out to dinner and got into an argument and punched John in the eye. Legal Issue(s) Presented: The issues that were presented in this scenario were: (1) Because of what occurred at the Bar, Jimmy’s mother, John, and the 5 owners of Jimmy’s Poor-Man’s Bar sued Software Inc. for the damaged caused by Coleman. (2) Coleman sued Software Inc. for wrongful termination (3) The jewelry store sued Software Inc. for the value of the ring that was stolen by Coleman. There were several legal issues to discuss based on the different types of suits that they were bringing against Software Inc. One legal issue was when an employer is liable for the actions of an employee. Another legal issue is when an employer is able to terminate an employee. Legal Concepts: There are several legal concepts to discuss based on the scenario. The first legal concept is to identify the principal and the agent, and discuss their relationship. As it states in the textbook “A principal is a party who employs another person to act on his or her behalf.”1 Also, “An agent is a party who agrees to act on behalf of another...
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...not “appreciate her”. Even after a few months of training and support for the accounting firm she works at, she is unable to use the computer tools to be productive and efficient in completing the required tasks. This employee is banking on the employment-at-will doctrine. The employment-at-will doctrine avows that, when an employee does not have a written employment contract and the term of employment is of indefinite duration, the employer can terminate the employee for good cause, bad cause, or no cause at all (Halbert & Ingulli 2012, 46). With this scenario of Jennifer’s behavior the manager needs to review the lists of abilities that she wrote on her application or resume. If those abilities are false and she cannot perform her duties of the job, then depending on her employment contract she either needs to be formally written up or terminated for lying on her resume and not being able to perform her duties. Jennifer went through the training and was supported by her management team; she still had trouble with her duties. This would result in either more training or termination of employment. Termination of employment needs to have steps taken to be a success. Jennifer should have been formally written up for her falsifying her resume and then not being able to complete her duties after being extensively trained. After her training...
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...was asked to “immediately resign” because of “continued personality conflicts;” in addition, when he had meeting with Bell and Vice President, George Findlay, Wayne was not able to provide the solid answer. After Wayne’s termination, he requested a review by the President, and Chairperson. He believed he was wrongfully discharged for some reasons: one reason, he believed he had an employment contract, and other he believed his supervisor did not follow the policy and procedures of EcoCare. Therefore, the President asked Human Resource Director, Chris Miller to investigate the facts of condition and the incidents which led up to Arthur Wayne’s termination. This case is principally beneficial in discussing about employee rights and discipline. ANALYSIS/ DISCUSSION: The main issue in the case is Wayne’s termination which he believed that the company was not fair based on the company’s policy and procedures. In fact, he recalled about his conversation with Bell when his first interview. After Wayne’ requested the President and Chairperson to inspect the termination, so the President assigned Miller to investigate the case again. According to investigation of employment contact, Arthur Wayne believed that he had “Partly oral contract and partly written contract,” for instance: Sara Bell made promise statement during the interview that “as long as he did his job, he could remain with the company until he reached retirement age”, and also he was given a copy of “Supervisory Manual...
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...Functions of the Centres 4. Registration of unemployed persons 5. Employment through Centres or Agencies 6. Employment data 7. Private Employment Agencies PART III – PROTECTION OF EMPLOYMENT 8 Rights of employers 9. Duties of employers 10. Rights of workers 11. Duties of workers 12. Contract of employment 13. Written statement of particulars of contract of employment 14. Prohibition of restrictive conditions of employment 15. Grounds for termination of employment 16. Types of contract of employment 17. Notice of termination of employment 18. Remuneration on termination of employment 19. Exception PART IV – GENERAL CONDITIONS OF EMPLOYMENT Sub-Part – Annual leave with pay 20. Leave entitlement 21. Continuous service 22. Interruption of work by public holidays, sickness of worker etc. 23. Interruption of work by voluntary work, civic duties and special leave 24. Sick leave not part of annual leave 25. Leave to be uninterrupted 26. Employer to bear cost of leave interruption 27. Record of employment leave 28. Worker may take leave in two equal parts 29. Leave entitlement to be restored to suspended worker on reinstallment 30. Termination of employment not to affect leave entitlement earned 31. Agreement to forgo leave to be void 32. Sub-Part not applicable to family concerns Sub-Part II – Hours of Work 33. Maximum hours work 34. Different hours of work 35. Paid Overtime 36. Shifts 37. Manual labourers 38. Unpaid overtime ...
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...Describing Scenarios in a Legal Setting: Assignment 1 Berlinda Brown Professor: Moses Cowan, Esq Legal 500 – Law, Ethics, and Corporate Governance 22 April 2012 The following assignment tasks us with describing four different scenarios in a legal business setting. The first requires a description of the steps necessary to address issues involving an employee’s skills, competence, and abilities. Next we will steps to address management behavior and performance, while the third step asks that we how labor laws should be deal with under a specific scenario. The final and fourth description involves enforcing policies and procedures. We will begin with the scenario involving employee skills, competence, and abilities and give all other descriptions respectively. Describe what steps you would take to address the following scenario involving skills, competence, and abilities: In accessing the scenario, there are two perspectives from which this scenario may be viewed, the business and legal aspects. The business aspect lends one to hear what the employer has stated, review all of the training that has been given and evaluate the outcome of the training in relation to the individual’s skills, competence and abilities. The business setting may allow that we may review the persons actual qualifications in which we may find there is an alternative to the training given, meaning we may find the technique we have...
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...unilaterally changes a fundamental term of the employment relationship with the employee without explicitly terminating the person’s employment. 3. Wrongful dismissal: The unlawful termination of an employment contract where the termination breaches one or more terms of the contract of employment 4. Entitlement: An individual's right to receive a value or benefit provided by law. 5. Tort (defamation): Defamation is a statement that injures a third party's reputation. The tort of defamation includes both libel (written statements) and slander (spoken statements). 6. Reasonable notice: An employee is entitled to a certain amount of notice (or pay in lieu ofnotice) when their employment is terminated without cause. Solutions: 1. Alternative dispute resolution (ADR): refers to any means of settling disputes outside of the courtroom. Negotiation (dialogue to reach a beneficial outcome), conciliation, mediation, and arbitration (one or more arbitrators who make a binding decision on the dispute) 1. Agency duties: fiduciary (person who holds a legal or ethical relationship of trust ). Full disclosure, no secret profits, act in good faith, care and skill 2. A judgment that may be rendered in a contract misrepresentation case involving false statements that induced one party to enter into a contract. In negligent representation, the defendant is judged not to have known that the statements made were false. The general remedy in civil court for...
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...the company and stated that her annual salary would be $30,000. The employer is an employment at will employer. Elaine was given no reason for the termination. After the termination, Jerry hired a man named Kramer, who had less job experience and education than Elaine, for the position. Elaine has sued to get her job back. The legal issues in the case of Elaine versus Jerry the employer consist of possibilities of prodigious career chances, where Elaine was looking to have a great career opportunity. Bearing in mind that the employer is an “At Will” employer, does the company need to provide an explanation for the dissolution of employment? Are there principles abuses or various types of discrimination that played a part in the cessation of the plaintiff? There are several inquiries that must be responded before a ruling can be made in this case. Did the company have the right to terminate Elaine without providing an explanation of the reasons that took the owner to make a decision to rescind her services? Are there satisfactory suggestions to a violation of the business ethics as an employer or discrimination against Elaine? Was the employment contract a valid contract or was it merely a paper on the table. (Henry p. 204) Elaine has needs to become a person who will need to look for the proofs to prove that the termination of her services was unlawful. Elaine estates that was terminated in a wrong way just because she thinks her she is being part of sex discrimination...
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...stole a ring that he could not afford as an anniversary gift to his wife. After the theft, Coleman met with his client John at Jimmy’s Poor-Man’s Bar where, through a series of events, Coleman killed Jimmy with an alcohol fireball and caused sustainable damage to the bar. Because of these actions, Software Inc. fired Coleman without the required interview as stated in the employee handbook. A week later, Coleman took John out to dinner to make amends where he proceeded to punch John in the eye, causing severe physical damage. Issue(s): Because of the actions carried out by Coleman, Jimmy’s mother, John, and Jimmy’s Poor-Man’s Bar sued Software Inc. for the damage caused by Coleman. In addition, Coleman sued Software Inc. for wrongful termination and the jewelry store sued Software Inc. for the value of the ring that was stolen by Coleman. In order to determine which of these suits are lawful, we need to discuss the following legal concepts: when is an employer liable for the actions of an employee and when/how is an employer able to terminate an employee? Legal Concepts: To begin, we will discuss the legal concepts surrounding an employer-employee relationship, one form of an agent-principal relationship. “Section 1(1) of the Restatement (Second) of Agency defines agency as a fiduciary relationship “which results from the manifestation of consent by one person to another that the other shall act in his behalf and subject to his control, and consent by the other so to act...
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...In the study of law and economics, an employee-at-will can be terminated at any time for any reason or no reason without incurring any legal liability however, with a few exceptions and the protections afforded by federal law. Likewise, the employee-at-will doctrine is equally applied allowing an employee to leave a job at any time without reason and with no adverse consequences. To mitigate some of the harsh consequences associated with the employee-at-will doctrine, some common law exceptions were put in place: public policy exception, implied contract exception, and covenant-of-good-faith and fair dealing exception. Public policy exception protects against wrongful discharge inconsistent with state policy, implied contract exception occurs...
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...will be compensated for terminating their services; (iv) the expenditures that will be undertaken; and (v) when the plan will be implemented; and (b) has raised a valid expectation in those affected that it will carry out the restructuring by starting to implement that plan or announcing its main features to those affected by it. “ By making the press release and communicating the termination plan to its employees , Pharma Co raised a valid expectation to those affected by announcement of the plan. Also, Pharma Co set the date when the plan will be implemented, the principle location affected, the part of the business concerned, the number of employees who will be terminated, and the expenditures that will be undertaken. According to IAS 37, paragraph 80, “A restructuring provision shall include only the direct expenditures arising from the restructuring, which are those that are both: (a) necessarily entailed by the restructuring; and > (b) not associated with the ongoing activities of the entity. “ Thus, only direct costs must be accrued in the end of 2010: the lease termination fee $1.3 mln and the exit package for the terminated employees $3 mln. Cost of dismantling the old equipment should not be accrued as a restructuring cost because there is no legal liability to do so, and it was not the practice of Pharma Co to dismantle the old equipment when abandoning plant before. Therefore, this is not a cost necessary entailed by the restructuring. The costs of moving...
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...Employment Termination What Every Manager Should Know Introduction Termination is one of the most difficult tasks a manager will have to perform. A manager needs to have a good understand of everything that is involved in an employee exiting the company. This paper is designed to do just that by giving a broad overview of the topic and highlighting the most important parts. By reading this paper a manager should be much more prepared and less likely to commit a mistake during the termination of an employee. The manager should also be able to make the termination a smoother transition and therefore an easier task to complete. Definitions Definitions of some of the important terms are given to give a manager a better understanding of some of the main ideas involved in employment termination. There are basic ideas that go along with each definition to give a better idea of why the term is important to the topic. Termination from Employment Termination from employment occurs when an employee’s job ends. Termination can be voluntary or involuntary. Voluntary Termination Voluntary termination is when an employee voluntarily ends his or her employment at an organization. This would include resignation or retirement. Another common reason for voluntary termination is a new or better job, typically one that offers higher remuneration or improved career prospects [ (Heathfield, Termination) ]. Involuntary Termination Employment can also be involuntary, meaning that the employee...
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...to meet with a client, John. Jimmy’s wasn’t a client of Coleman’s, but John didn’t like his customers to see him “doing business.” Coleman was talking with Jimmy about business when he spilled his drink all over the bar. That made him think about this cool trick where you put pure grain alcohol in your mouth, blow it out and light it. Coleman took a big drink, took out his lighter, and said, “What this!” He lit his lighter, blew the liquid and a fireball went through the room. The fireball hit Jimmy and killed him instantly. The bar also sustained a lot of damage. Software Inc. fired Coleman without even interviewing him to get his version of the events. Software Inc.’s handbook required all employees to be interviewed before termination. A week later, Coleman called John to make amends. When they met, Coleman said, "The company and I are so sorry about what happened. Let me take you out to dinner – Software Inc. will pay the bill." They went to a...
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...Claimant Health Card# Address Registration date Phone # Termination date Organization size Change date Plan cost Number of dependent Claim-limit Premiums paid to date - YTD Employee premium Refund paid to date (per claimant) - YTD Premiums-paid to date to EIC – YTD Date of last refund (per claimant) Last-payment date Current balance Validate Registration form Separate Registration form for new claimant Add client Issue Drug Card Separate new contracts Change claimant Assign ID# to new clients Terminate claimant Change client Add claimant Terminate client Update refund paid to date Update premium paid to date Update date of last payment Update last payment date Prepare & send reimbursement/stub Update current balance Validate claims Prepare & send client invoice Return incomplete/incorrect Registration form Send copy of new contract Update YTD refund date Prepare & send Monthly Premiums Check if client terminated & Refund Ratio Report Check claim limit exceeded Dependent Claim Drug Claimant’s Health Card # Claim# Drug name Name Claimant Health Card# Fee/Charge Date of Birth (DOB) Drug name Amount eligible Dependent Health Card # Fee/Charge Registration date Prescription date Update drug cost Termination date Doctor’s name Update drug names Change date Pharmacy’s...
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