...Fundamentals of Business Law and Ethics Course of Study Your competence will be assessed as you complete the LWC1 objective assessment for this course of study. This course of study may take up to 10 weeks to complete. Introduction Overview There are the two major subdomains of study within the Fundamentals of Business Law and Ethics Course of Study: business law and business ethics. The exam covers 11 business law and ethics concepts, including the following: contractual relationship government regulation of business dispute resolution labor and employment law hiring and employment practices warranties, negligence, and liabilities Sarbanes-Oxley Act ethical issues in business ethical leadership ethics programs use of company resources You likely have had some experience with the legal system, either through your own encounters or merely through listening to the nightly news, and you have probably read or heard about various ethical and legal issues causing financial upheaval in today's business world. This background will serve you well in this study. Now you can expand on that experience, and perhaps refine and enhance your own views on these issues. Once you complete this course of study, you will have demonstrated a level of competence that you can immediately use in your work setting and career. Outcomes and Evaluation There are 10 competencies covered by this course of study; they are listed in the "Competencies for Fundamentals of Business Law and Ethics (LWC1) " page...
Words: 8481 - Pages: 34
...Batch: 09 Perspectives of Law and Business Assignment December 16, 2012 CORPORATE COMPLIANCE OF LABOUR LAWS INDEX PAGE No Cover Page with Contents 1 Introduction 2 Conceptual Discussions 3 Implementation of Labour Laws 6 Labour Laws Prevailing in Other Countries 26 Data Analysis & Interpretation 32 Conclusion & Recommendation 38 Bibliography 40 Chapter – 1 INTRODUCTION 1. Labour law also known as employment law is a body of laws, administrative rulings and precedents which address the legal rights of, and restrictions on, working people and their organisations. It mediates many aspects of the relationship between trade unions, employers and employees. In brief, Labour law defines the rights and obligations as workers, union members and employers in the workplace. Generally Labour law covers:- (a) Industrial Relations – Certification of Unions, Labour-management relations, collective bargaining and unfair labour practices (b) Workplace health and safety (c) Employment standards, including general holidays, annual leave, working hours, unfair dismissal, minimum wage, layoff procedures and severance pay. 2. There are two broad categories of Labour law. First, collective labour law relating to the tripartite relationship between employee, employer and union. Second, individual labour law concerning employees’ rights at work and through contract of work. 3. Once an investor sets-up a business in India,...
Words: 9986 - Pages: 40
...LABOUR LAWS INDEX PAGE No Cover Page with Contents 1 Introduction 2 Conceptual Discussions 3 Implementation of Labour Laws 6 Labour Laws Prevailing in Other Countries 26 Data Analysis & Interpretation 32 Conclusion & Recommendation 38 Bibliography 40 Chapter – 1 INTRODUCTION 1. Labour law also known as employment law is a body of laws, administrative rulings and precedents which address the legal rights of, and restrictions on, working people and their organisations. It mediates many aspects of the relationship between trade unions, employers and employees. In brief, Labour law defines the rights and obligations as workers, union members and employers in the workplace. Generally Labour law covers:- (a) Industrial Relations – Certification of Unions, Labour-management relations, collective bargaining and unfair labour practices (b) Workplace health and safety (c) Employment standards, including general holidays, annual leave, working hours, unfair dismissal, minimum wage, layoff procedures and severance pay. 2. There are two broad categories of Labour law. First, collective labour law relating to the tripartite relationship between employee, employer and union. Second, individual labour law concerning employees’ rights at work and through contract of work. 3. Once an investor sets-up a business in India, whether a liaison office, project office, branch or company, that business needs to comply with Indian regulations and Labour law compliance...
Words: 9965 - Pages: 40
...Human Resource Management, 12e (Dessler) Chapter 2 Equal Opportunity and the Law 1) Which Amendment to the U.S. Constitution states that "no person shall be deprived of life, liberty, or property, without due process of the law"? A) First Amendment B) Fifth Amendment C) Tenth Amendment D) Thirteenth Amendment E) Fourteenth Amendment Answer: B Explanation: The Fifth Amendment to the U.S. Constitution (ratified in 1791) states that "no person shall be deprived of life, liberty, or property, without due process of the law." The Thirteenth Amendment (1865) outlawed slavery, and courts have held that it bars racial discrimination. Diff: 2 Page Ref: 32 Chapter: 2 Objective: 1 Skill: Concept 2) The ________ Amendment to the U.S. Constitution outlawed slavery, and courts have held that it bars racial discrimination. A) First B) Fifth C) Tenth D) Thirteenth E) Fourteenth Answer: D Explanation: The Thirteenth Amendment (1865) outlawed slavery, and courts have held that it bars racial discrimination. The Fifth Amendment to the U.S. Constitution (ratified in 1791) states that "no person shall be deprived of life, liberty, or property, without due process of the law." Diff: 2 Page Ref: 32 Chapter: 2 Objective: 1 Skill: Concept 3) The 13th Amendment to the U.S. Constitution addresses the subject of ________. A) due process B) slavery C) private property D) trial by jury E) women's rights Answer: B Explanation: The 13th Amendment to the U...
Words: 13323 - Pages: 54
...This week I have developed an employment law compliance plan to assist you and your firm Landslide Limousines in satisfying the laws set forth by the United States as well as your home state of Texas. Along with bringing said laws to your attention, I will also include the consequences of failing to comply with them. The following are the most important employment laws that I feel are relevant to you and your company. Texas Payday Law: Payday Law deals with every size of company and states information about “payment delivery, pay periods, compensable time, deductions from wages, how to claim unpaid wages, how to withdraw a wage claim, wage claim determination, appeals and collections”. (Chapter 61 Labor Code) I think the most relevant articles in regards to you and your firm from these sets fall under SUBCHAPTER B. PAYMENT OF WAGES. According to "Texas Labor Code: Chapter 61" (2014), “Sec. 61.011. PAYDAYS. (a) An employer shall pay wages to each employee who is exempt from the overtime pay provisions of the Fair Labor Standards Act of 1938 (29 U.S.C. Section 201 et seq.) at least once a month. (b) An employer shall pay wages to an employee other than an employee covered by Subsection (a) at least twice a month. (c) If wages are paid twice a month, each pay period must consist as nearly as possible of an equal number of days. Acts 1993, 73rd Leg., ch. 269, Sec. 1, eff. Sept. 1, 1993.” Consequence of failing to pay your workers their wages in a timely manner...
Words: 1450 - Pages: 6
...UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT OF 1994 USERRA is a federal statute that protects servicemembers’ and veterans’ civilian employment rights. Among other things, under certain conditions, USERRA requires employers to put individuals back to work in their civilian jobs after military service. USERRA also protects servicemembers from discrimination in the workplace based on their military service or affiliation. SUBCHAPTER I--GENERAL § 4301. Purposes; sense of Congress (a) The purposes of this chapter are-(1) to encourage noncareer service in the uniformed services by eliminating or minimizing the disadvantages to civilian careers and employment which can result from such service; (2) to minimize the disruption to the lives of persons performing service in the uniformed services as well as to their employers, their fellow employees, and their communities, by providing for the prompt reemployment of such persons upon their completion of such service; and (3) to prohibit discrimination against persons because of their service in the uniformed services. (b) It is the sense of Congress that the Federal Government should be a model employer in carrying out the provisions of this chapter. § 4302. Relation to other law and plans or agreements (a) Nothing in this chapter shall supersede, nullify or diminish any Federal or State law (including any local law or ordinance), contract, agreement, policy, plan, practice, or other matter that establishes...
Words: 10719 - Pages: 43
...Law, Ethics, and Corporate Governance – LEG 500 | 201003 | Prerequisite: None | Quarter | Winter 2010 | Meeting Days/Time | Online course | Instructor | Dr. C. Phil Campos, MBA, JD | Instructor Phone | 214-202-8044 | Instructor E-mail | canuto.campos@strayer.edu | Instructor Office Hours/Location | 6pm – 7pm EST | Academic Office Phone NumberStrayer Online Technical SupportEcollege HelpDesk | 1-877-540-1733“As a student, you should choose 1 then 3 for academic issues from the automated menu.”1-877-642-2999“Used for problems entering the class”1-866-448-6703 or 1-303-873-0005“Used for problems once in the class” | INSTRUCTIONAL MATERIAL | Kubasek, N. K., Brennan, B. A., & Browne, N. (2009). The legal environment of business: A critical thinking approach (5th ed.). Upper Saddle River, NJ: Pearson-Prentice Hall.Ferrell, O. C., Fraedrich, J., & Ferrell, L. (2010). Business ethics: Ethical decision making and cases (7th ed.). Boston: Houghton Mifflin Company/South-Western/Cengage Learning.PLEASE READ SYLLABUS PART II in the Course Home tab, it contains important University policies.GETTING TECHNICAL HELPTechnical questions regarding eCollege or classroom issues should be referred to helpdesk@strayeronline.net. Or you may phone the helpdesk at 1(866)448-6703.If the question regards a Strayer system, technical support can be reached at 1(877) 642-2999. Any technical inquiries sent to the instructor will, as a matter of course, be forwarded to the Helpdesk...
Words: 5313 - Pages: 22
...Corporate and Business Law (Eng) ACCA Paper F4 Format of the Paper 10 compulsory questions each worth 10 marks consisting of: • 7 factual questions (knowledge) • 3 scenario based questions (application). Exam approach – scenario based questions • Follow ISAC approach: Identify the legal issues State the relevant law Apply the law Conclude Core Areas of Syllabus • • • • Essential elements of the legal system The law of obligations Employment law The formation and constitution of business organisations Capital and the financing of companies Management, administration and regulation of companies Legal implications of companies in difficulty or in crisis Governance and ethical issues relating to business • • • • Chapter 1 The English legal system The English legal system • Criminal law vs Civil law The main English civil courts • • • • House of Lords Court of Appeal County Court High Court of Justice Other courts • • • • Magistrates’ Court Employment Appeal Tribunal European Court of Justice European Court of Human Rights Chapter 2 Sources of English law Sources of English Law Case law Common law Legislation Direct legislation Indirect legislation Equity Sources of English Law • Literal rule • Golden rule • Mischief rule Chapter 3 Human rights Human Rights Act 1998 Purpose Derogation Human Rights Act 1998 Convention law Incompatible with convention Chapter 4 Formation of contracts ...
Words: 1428 - Pages: 6
...Running Head: EEOC vs. SWIFT AVIATION GROUP Equal Employment Opportunity Commission (EEOC) Vs. Swift Aviation Group, et al. Harold Anderson Embry-Riddle Aeronautical University Management 533 Table of Contents CHAPTER I – INTRODUCTION………...................................................................................3 CHAPTER II – BACKGROUND……......…………….……..………………………..............3 CHAPTER III – ANALYSIS……………………......................................................................4 CHAPTER IV – CONCLUSION………………........................................................................6 REFERENCES ……...................................................................................................................7 Chapter I – Introduction Without a doubt ever since the terrorists attacks on U.S soil on September 11, 2001 Americans have been hyper-vigilant, and to a certain degree hyper-critical towards Muslims. It is one thing for an individual to project their prejudices onto a member of a different race, gender or religion, but when an employer takes part in these unlawful practices they become subject to the Federal laws that our great nation has put in place to ensure fair and equitable treatment to all. Such is the case in regards to the U.S Equal Employment Opportunity Commission (EEOC) vs. Swift Aviation Group et al (2012), as discussed in the following pages. Chapter II – Background In October 2007, Adam Domnez (a Palestinian Muslim) began working...
Words: 1400 - Pages: 6
...CHAPTER 27 EMPLOYMENT DISCRIMINATION Only in recent decades have federal and state judicial decisions, administrative agency actions, and legislation restricted the ability of employers, as well as unions, to discriminate against workers on the basis of race, color, religion, national origin, gender, age, or handicap. This chapter concludes the discussion of the law relating to the employer-employee relationship by focusing on employment discrimination and related areas. The approach examines two spheres of this topic. First, the statutory framework for a number of federal laws is examined. Not surprisingly, the first statute addressed is Title VII of the 1964 Civil Rights Act. This statue covers discrimination based on race, color, national origin, sex, and religion. Following the presentation of Title VII, the chapter discusses the Age Discrimination in Employment Act and the Americans with Disabilities Act. A discussion of the legal aspects of harassment concludes the chapter. A class of persons defined by one or more of these criteria is known as a protected class. Several federal statutes prohibit employment discrimination against members of protected classes. The most important is Title VII of the Civil Rights Act of 1964 and its amendments. Title VII prohibits employment discrimination on the basis of race, color, religion, national origin, or gender. Discrimination on the basis of age and disability are prohibited by the Age Discrimination in Employment Act of 1967...
Words: 10203 - Pages: 41
...CHAPTER 1 “LEGAL FOUNDATIONS” Administrative law is the body of law that governs the activities of administrative agencies of government. Clean hands doctrine a rule of law that a person coming to court with a lawsuit or petition for a court order must be free from unfair conduct (have "clean hands" or not have done anything wrong) in regard to the subject matter of his/her claim. Common law is based on precedent (legal principles developed in earlier case law) instead of statutory laws. It is the traditional law of an area or region created by judges when deciding individual disputes or cases. Constitutional law – a body of law dealing with the distribution and exercise of government power. Criminal Law versus Civil Law – Civil * between you and another citizen (no government involved); * disagreements between citizens were no crime has been committed (only e.g. injury); * designed to compensate parties (including businesses) for losses as a result of another conduct ; * e.g. speeding and parking violations; * don’t result in loss of freedom, though they can result in loss of privileges or fines. Criminal * between you and the government/law; * are a protection of society; * Congress and House of Representatives are involved; * When the individuals break the laws/are against the government; * actions that have been declared illegal; * they are prosecuted by the state (city, state or country); * normally punished with...
Words: 6978 - Pages: 28
...|The Research on College Students’ Part-time Employment and Current Situation of Safeguarding Their Legal Rights | June 7, 2011 Abstract Nowadays, college students’ taking part-time jobs is becoming a common phenomenon. College students, a group people who are the pioneers to build the future society, their behavior on choosing and doing part-time jobs and legal rights maintaining have great significance to research. We assessed the college students’ performance on part-time job employment by analysis of 390 questionnaires, using SPSS software and other data analysis systems. Based on the research, we find that majority students have strong desire to take part-time jobs, but lack knowledge of relevant law and actions to protect their lawful rights and interests. In the end of the paper we come up with several suggestions to today’s college students on choosing part-time jobs and self-protection. KEY WORDS Part-time employment. College Students. Lawful rights and interest. Aspirations. CONTENT λ CHAPTER 1: Introduction 3 λ CHAPTER 2: Literature Review 4 λ CHAPTER 3: Methodology 5 3.1 Data collection approach 5 3.2 Questionnaire Design 6 3.3 Pilot Test 7 3.3.1 Reliability 7 λ CHAPTER 4: Results and Discussion 8 4.1 Results of personal profile 8 4.2 Descriptive Statistics 8 4.2.1 Personal Profile 8 4.2.2 Part-time Employment 10 4.2.3 Lawful Rights 12 4.2...
Words: 4029 - Pages: 17
...Chapter 10 Review introduction to contracts A contract is a promise that the law will enforce. Contracts are intended to make business matters more predictable. Analyzing a contract generally involves inquiring into some or all of these issues: 1. What is the subject of the agreement? • If the contract is for the sale of goods, UCC Article 2 governs. • If the contract is for services, employment, or real estate, the common law governs. 2. Did the parties intend to contract? • If the parties formally agreed and stated explicit terms, there is probably an express contract. • If the parties did not formally agree but their conduct, words, or past dealings indicate they intended a binding agreement, there may be an implied contract. 3. If there is an agreement, is there any reason to doubt its enforceability? • An unenforceable agreement is one with a legal defect, such as an oral agreement that the law requires to be in writing. • A voidable contract occurs when one party has committed fraud, giving the other party the right to terminate the agreement, or when one party lacks capacity to make the contract and may escape liability. • A void agreement means that the law will ignore the deal regardless of what the parties want, typically because the purpose of the deal is illegal. 4. If there is no contract, are there other reasons to give the plaintiff damages? • A claim of promissory estoppel requires that the defendant made a promise knowing that...
Words: 2562 - Pages: 11
...Chapter 28 Employee vs. Independent Contractor Employee – If the employer exercises a considerable amount over the details of the work, you have an employee status. If the work is usually done under the employer’s direction, you have an employee status. The employer supplies the tools. If the person is employed for a long period of time, you have a employee status. If the method is by time period, you have an employee status. An employee may not require as much skill as an independent contractor. * Employer exercise a considerable amount over the details of the work * Work is done under employer’s direction * Employer supplies the tools * Worker is employed for a long period of time * Method of payment is by time period * Employee may not require as much skill as an independent contractor * Independent Contractor – The worker is engaged in an occupation or business distinct from that of the employer. If the work is done by a specialist without supervision, you have an independent contractor status. If the worker is employed for a short period of time, you have an independent contractor status. If the payment is made at the completion of the job, you have an independent contractor status. An independent contractor may require more skill than an employee. * Worker is engaged in an occupation or business distinct form that of the employer * Work is done by a specialist without supervision * Worker is employed for a short period...
Words: 1148 - Pages: 5
...Human Resource Management, 12e (Dessler) Chapter 15 Labor Relations and Collective Bargaining 1) About ________% of people working in the United States belong to unions. A) 5 B) 12 C) 20 D) 45 E) 62 Answer: B Explanation: Just over 17.7 million U.S. workers belong to unions—around 12.4% of the total number of men and women working in this country. Diff: 1 Page Ref: 544 Chapter: 15 Objective: 1 Skill: Concept 2) One of the earliest unions in the United States, the Knights of Labor, was formed by a group of ________. A) coal miners B) tailors C) carpenters D) railroad workers E) printers Answer: B Explanation: In 1869, a group of tailors met and formed the Knights of Labor. The Knights were interested in political reform. Diff: 2 Page Ref: 544 Chapter: 15 Objective: 1 Skill: Application 3) Who was responsible for forming the American Federation of Labor in 1886? A) Samuel Gompers B) Benjamin Franklin C) Frederick Taylor D) George Meany E) Alexander Hamilton Answer: A Explanation: In 1886, Samuel Gompers formed the American Federation of Labor (AFL). It consisted mostly of skilled workers and, unlike the Knights, focused on practical, bread-and-butter gains for its members. Diff: 2 Page Ref: 544 Chapter: 15 Objective: 1 Skill: Application 4) Which of the following was the primary goal of the American Federation of Labor? A) achieving political reform B) gaining a higher social status C) addressing immigrant labor D)...
Words: 11734 - Pages: 47
