...1. Ashley and Bradley started an accounting firm and choose general partnership as the legal form of conducting business. General partnership also referred to as ordinary partnership is an agreement between two or more people to conduct business jointly with the intention of gaining profit. This type of partnership gives the co-owners equal management responsibility, unlimited liability, as well as a share of the business profits. The success and growth of the accounting firm justified the addition of another business office to be built on a property previously attained under the business partnership. Unfortunately, the property contains toxic waste, an issue that Bradley had prior knowledge of and failed to convey to his partner, Ashley. In this case, Bradley infringed the duty to inform. According to UPA Section 20, partners have the right to all information pertaining to the business or anything that may affect the business. Since Ashley and Bradley are general partners and co-owners they reap the benefits but are also jointly and severally liable for tort. Ashley has imputed knowledge of something that she did not know of until the morning of November 27. However, Ashley is...
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...whom Henry knows has accused him of sexual harassment. It is at this time that Henry, and thousands of other employees in this Country find themselves in hot water. In an interview conducted at the Restaurant Opportunities Center (ROC) of 688 past and present restaurant employees, “66% of female and more than half of male restaurant employees reported having been sexually harassed by managers”. An even more alarming number, 80% female and 70% male, were harassed by co-workers. The numbers don’t lie, sexual harassment is a common problem in the workplace. As the social butterfly within his division, Henry often spent his morning making his rounds throughout the office. He spoke to everyone he came in contact with, and had hugs and nicknames for those he routinely worked with. Those that knew Henry well were aware of his “happy go-lucky” demeanor, and had become accustomed to his morning routine. What Henry had not stop to realize through his years at the company, is that the times have changed. What was previously considered harmless or viewed as “just his way of saying hi” can now land you in substantial legal troubles. Things have changed Just one year following Anita Hill’s 1991 testament to a Senate Judiciary Committee, about the sexual harassment she had suffered at the hands of then, Supreme Court nominee Clarence Thomas, the Equal Employment Opportunity Commission reported a 50 percent increase in sexual harassment filings (New York Times 2011). In...
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...About Us 3 Sexual Harassment 4 Job Training 5 Pay Wages and Compensation 7 Privacy Concerns 9 About Us Welcome to Felwick Gifts, we began operations in a quaint, small town of Hastings, Minnesota during 2006. Felwick Gifts was created by Brian Chadwick, Jennifer Ostergren-Chadwick and Tom Felix. We offer figurines, DVD’s, fountains, tools, knick-knacks and collectables such as swords, dolls, collector plates and many more. Recycling is an important part of our organization and there are many recycling bins around the stores and office. We have 2 people in the office and 2 of them also work on the sales floor (Brian Chadwick and Tom Felix), with a total of 17 employees (10 women and 7 men) on the floor and in the storage room and truck comes in. Within a year, we hope to have an online store. Organization Structure of Felwick Gifts is as follows: Sexual Harassment Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964. Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when submission to or rejection of this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance or creates an intimidating, hostile or offensive work environment. All employees and office personnel will receive mandated sexual harassment training after...
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...“Sexual Harassment in the Accounting Office” There are various things Gillespie could have done differently to avoid the entire problem and lawsuit. Gillespie should have familiarized himself with the anti-harassment policy of the company. As a manager he is response to maintain a safe work environment, which includes harassment. This will give him the tools necessary to deal with these types of situations as well as the knowledge of the potential problems that could cause the company if ignored. On a yearly basis the human resources director should educate and train for both manage and employees on the topic to ensure everyone is familiar with the policy. The company’s policy should be written clearly and everyone, including management should sign off that they received, read and understood it. Another thing Gillespie could have done differently is that he could have communicated to his staff what is the expected behavior to stress the anti-harassment guidelines. This may deter any issues that may occur. Although he does not like to confront anyone, Gillespie should have known that not doing or ignoring the issue, it will not make the problem go away. Monitoring the workplace will assist Gillespie in making sure the work place is harassment free. He should encourage employees to come forward with any concern and assure them that all information will be kept confidential. The staff should be aware that all complaints will be taken seriously,...
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...would be met by extradition back to Country X. On the contrary, Robert is an illegitimate immigrant if he fails to hold accurate and defined papers of authorization for him to take over from Carl in driving the entity. This is since working in the United States needs permitted and genuine work permits. Irrespective of their agreement with Rudolph to take Carl’s place, he is not legible for travel, as the Franchise Agreements disallows for the automatic work appointment of persons from other nations into the United States. Robert continuous outings with Flo might obstruct the work affairs resulting to detrimental consequence like hampering office processes when they are together. Additionally, Flo’s compliance to his demand might be out of the necessity to preserve relations with the franchise administration since they are offering her office with the opportunity to make money and increase her skill and business. Additionally, she has given in to his developments as a result of the distress of losing a chance or more...
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...empowers its staff to offer unsurpassed quality of customer service. The island and those affiliated with the management group are determined to offer a variety of restaurants, accommodations and many activities to entertain guests of all ages. The resort is managed by the Boardman Management Group (BMG). The CEO reports to the Chairman of the Board and works closely with the Resort Board of Directors. Together, they will supervise the relationship between the resort and the management Group. Each department handles different situations. BMG is responsible for IT, marketing, accounting and human resources. Each unit of the resort has a general manager that reports to the vice president that will be directly responsible for their department. Lodging, food, recreation and activities, transportation and merchandising. Each department is responsible for their budget as well as area profitability. With an office now directly located on the Baderman Island, BMG will be all Boardman Management Group operations for the management of Baderman Island as well the management of all offsite properties. Also new to Baderman Island, a web log. Guest is encouraged to leave comments or start discussions in regards to their stay. All comments are confidential and names do not need to be given. Questions may also be asked on here as another guest may have the answer or multiple concerns in regards to the same issue can help management troubleshoot and or analyze a way to a solution. The responsibilities...
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...Jay Carter Business Ethics Business Law Ethics are something that we in some way or another and especially as working adults have either faced or will face at one point in our lives. When dealing with ethics it comes down to the choices and decisions that people and organizations make that affect others. Now whether it’s for personal gain or to move a corporation along its solely dependent on the circumstance. For example usually when you hear about unethical practices you hear about issues in the work place. These issues can range from employees lacking decent health insurance to not getting their annual raises due to some foreseeable background issue within the company that was orchestrated by the executive level management to keep their bonus. Although you may say this is not illegal. There is still the question of whether it’s ethical or not. There are a lot of different types of this. Business abuse and theft in the work place is an ethical issue that a lot of employees have to deal with and employers fail to address. A lot of individuals that work feel as if they aren’t paid enough for what they do. In other words they feel under appreciated. This feeling of underapreciation in the workplace can cause a lot of problems especially when dealing with employees and employers who lack the integrity to do what’s right. For example, a lot of employees that feel that they are not compensated enough tend to slack...
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...Sexual Orientation Discrimination Introduction to Human Resources Management HR 353 2/25/2011 Matthew D. Hall Instructor: Joyce Willhite Sexual Orientation Discrimination “I believe all Americans who believe in freedom, tolerance and human rights have a responsibility to oppose bigotry and prejudice based on sexual orientation (King).” This quote by Coretta Scott King is how the workplace should feel about discrimination against those who have a different sexual orientation. Sexual orientation discrimination is a rapidly growing issue in today’s workplaces. Just like sex, age, and race discrimination it is becoming one of the major issues that is present in the workforce. With the growing news media issues like gay marriage and “Don’t ask don’t tell”, this is becoming another one of the areas employers are and have been discriminating against workers. There are many state laws to discourage this type of discrimination, but as of right now there is not a federal law that protects against sexual orientation discrimination. I am sure in time there will be some form of federal protection, but only time will tell. As part of the Lesbian Gay Bi Transgender (LGBT) family, I have seen firsthand how this discrimination has and continues to negatively affected people’s lives. When people are singled out for any reason and discriminated against, it makes me think “are we really in the land of the free?” Just as Ms. King’s quote stated, if we believe in freedom...
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...HOFSTRA UNIVERSITY FRANK G. ZARB SCHOOL OF BUSINESS “Educating for Personal and Professional Achievement” DEPARTMENT OF ACCOUNTING, TAXATION, AND LEGAL STUDIES IN BUSINESS ACCOUNTING 231 - COST ACCOUNTING SYSTEMS GRADUATE- 3 S.H. SP 2016 Section A: Wednesday, 3:30-5:50pm, CRN 21871, Starr 210 INSTRUCTOR’S NAME: Dr. Nathan Slavin OFFICE HOURS: Monday and Wednesday 2:25-3:25 LOCATION OF OFFICE: 043 Weller Hall PHONE NUMBER: (516) 463-5690 E-MAIL ADDRESS: actnzs@hofstra.edu Teaching Assistant: Ms. Dan Gu (516) 637-9517 Dgu1@pride.hofstra.edu GENERAL INFORMATION Location of Department Office: 205 Weller Hall Telephone number of Department: 516-463-5684 Department Chairperson: Professor Victor Lopez Department Administrator: Prof. Linda Schain DESCRIPTION OF COURSE This course introduces students to the concepts, conventions, and principles underlying cost accounting and analysis for use by managers for making decisions. At the end of this course, students will understand cost behavior and cost allocation techniques, appreciate internal profitability reporting and analysis, and understand both job order costing and process costing systems utilizing actual, normal and standard costing applications. Also, students will...
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...alternative approach is to admit his fault in the affair, in breaking the rules, and offer to quit. Herb has to assess the situation and the effect on the firm. If he ignores the situation, the rules of the firm will never be followed. In assessing the situation, Morris will have to consider whether he can prove that Giles and Regas were actually dating. He will have to assess whether he will be able to trust Giles and Regas again, while realizing that he cannot coerce a breakup. Morris must decide whether to fire neither, fire both or fire Giles only. The decision to fire Giles only would be based on the fact as the partner, he had the most responsibility to follow and see that the rules are followed. The rationale for the rule is that a sexual relationship between different rank employees leaves the firm open to charges of...
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...experienced sex discrimination. They were not allowed to be educated, vote, or work outside the home except as maids or nannies. It has been an uphill battle to attain these basic human rights. Today women can go to school, vote and are active in the workforce more than they have ever been. Women are entering all arenas of the workforce to be construction workers, entrepreneurs, and even heading large companies. Even so, they are secondary to their male counterparts just because they are female. Women are facing sex discrimination. Sex and/or gender discrimination involves treating people unfairly strictly because the individual(s) are man or woman. Sexual discrimination should not be confused with sexual harassment, although it is a form of sexual discrimination. Sexual harassment refers to the unwanted sexual advances or innuendoes from an employer. Unfortunately, men and women face sex discrimination (workplacefairness.org). Some examples of sex discrimination include but are not limited to the following: Hiring • You apply for a job and have experience and qualifications, but they do not hire you because the clients are used to dealing with men. Firing • You get laid off due to company reorganization, but the men doing the same job with less time, do not get laid off. Promotion • You have been on your job for seven years and are turned down for a promotion over and over again. You have supervised and trained...
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... | |CFPAS | |CF TD Travel Instruction (CFTDTI) | |DAOD | |DCBA | |DGCB | |DGCFGA | |DGMC | |DHRIM Home Page | |Directorate of Honours and Recognition | |The DND Centre | |DND FORMS Catalogue | |DND Learn | |Financial Accounting Manual | |Guide for Accused and Assisting Officers | |General Safety Program |...
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...ACCT 8530, ADVANCED ACCOUNTING PROBLEMS Fall 2015 Section 003, 12:30-2:00 PM, Tuesday and Thursday, Greenville ONE Room 603 Suzanne Pearse, CPA. Office: 836 Greenville ONE Office Hours: 9:30-11:00 AM, Tuesday and Thursday and by appointment Office Phone: 864 656-0131 Email: spearse@clemson.edu Required Materials: Text: Hoyle, J. B., Schaefer, T. F, and Doupnik, T. S. Advanced Accounting, 12th ed. (custom print with ConnectPlus access), McGraw-Hill Create, ISBN: 9781308536347. Software: McGraw-Hill Connect Plus Course Description Study of specialized aspects of financial reporting, including business combinations and emerging practices and developments in financial accounting. Prerequisite: Enrollment in the MPAcc program. Course Objectives and Learning Outcomes Students completing this course will demonstrate knowledge and understanding of the financial reporting framework used by business enterprises as it relates to partnerships, variable interest entities, and parent and subsidiary companies. Specifically, you will learn the accounting procedures and reporting requirements for: partnership formation, operation, cessation and liquidation; the treatment of variable interest entities, and combining corporate entities; and the preparation of consolidated financial statements for domestic parents with domestic and foreign subsidiaries...
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...Assignment 1: Employment-At-Will Doctrine By: LEG500 – Law, Ethics & Corporate Governance Professor: January 28, 2013 Jennifer, a recent graduate, is unable to learn the computer applications that are basic to her job functions although she has undergone training for several months. When management tries to address the issue Jennifer feels devalued. In an effort to get Jennifer up to speed management should start by reviewing their training process as well as their approach to speaking with Jennifer regarding her inefficient use of the system. According to an article in the International Journal of Business and Management, “Training is a process which is planned to facilitate learning so that people can become more effective in carrying out aspects of their work.” (Canadian Center of Science and Education, 2012). Management should have a well organized training process which identifies training needs, generates training plan, implements and records training material, and evaluates training progress. Management should be assertive and follow the steps listed in; “the systematic training cycle” to ensure proper training is tailored to Jennifer’s individual learning needs (Canadian Center of Science and Education, 2012). 1. Identify training needs. Management should have a checklist that identifies minimum job requirements. The checklist should include the efficient use of the computer applications that are basic to the job function. Jennifer and management should...
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...participated at the local, regional and national level serving in numerous key leadership positions and committees. Her commitment to Eta Phi Beta Sorority, Inc. has been demonstrated in the offices that she held as the National Corresponding Secretary, National Recording Secretary (2008-2010) and 2012-2014. Currently, she serves on Director/Secretary for the Education & Charitable Foundation of the National Chapter. She has served under the leadership of four outstanding National Presidents, Louse H. Broadnax, Jean Dade-Batchie, and Loretta Kirk Adair and is presently working with the current National President Dr. Lillie H. Robinson. She holds a Master’s Degree in Management, Bachelor’s Degree in Business...
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