Week 2 Paper (Case Study) HCS615/Dr. Cheryl Chance Jacque Hartnett 1. Why was the CEO going ahead with the dismissal when he did? The CEO probably felt this was his only opportunity to get rid of Dr. Dulac before the chairman came back from vacation. Just because the chairman was friends with Dr. Dulac and also a patient of his, the chairman should have put that aside
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One year later, in the context of the UN being under fire for corruption and sexual abuse by peacekeepers, this confidential UN report was leaked to the press and Lubbers resigned (BBC 20 February 2005).2 Sexual harassment has also been a problem in Germany. In 1983, a group of women staffers accused a male parliamentarian, Klaus Hecker, of the newly founded West German Green party, of groping their breasts. East German politician Heinz Eggert resigned
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e) Part time contract III. Working Conditions a) Salary b) Working time c) Rest time d) Overtime e) Working day and family f) Holidays and leaves g) Unpaid leaves h) Maternity and paternity leave i) Dismissal IV. Employee’s rights V. Social Securities VI. Unions VII. Conclusion I. Introduction As is the case almost in all European countries, Spanish labor law is very understandable and ensure protection for employees. According
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Page 5 | Legislation relating to work/life balance | Pages 5-6 | Family/parent-related legal support | Pages 6-7 | Equal pay | Page 8 | Equalities Legislation | Pages 9-10 | The psychological contract | Pages 10-11 | Fair and unfair dismissal | Pages 12-13 | Exit interviews | Pages 13-14 | Redundancy | Page 14 | Impact of redundancy | Page 15 | The following information is a leaflet giving guidance to employee relations. The information details the impact that employment law
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2002 to 2003, she administered the CBU functions of respondent's projects in Imus, Cavite and Mabini, Batangas.[1] Petitioner Renato Consolacion (Consolacion), a supervising data controller in respondent's Imus project, directly reported to Anabel.[2] By letter of March 20, 2003, the municipal assessor of Mabini, Batangas informed the manager of respondent that its real property tax administration database was not "100% complete," contrary to the report of respondent's supervising data controller
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appropriate persons responsible for the matter. However, if the concern cannot be resolved by this approach or if such approach is not appropriate because of the nature of the concern, then the worker has the right to use the procedure described below. Stage 2 – You should rise the concern formally with manager in writing. Each step will be taken without any unreasonable delay, however, given the nature of malpractice investigations, timescales may be prolonged, but the worker will be kept up to date with
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12 Selection process: 12 Appendix B – 13 Job Advertisement 13 Appendix C – 14 Induction Plan 14 Appendix D – 15 Discipline and Grievance Procedure 15 Discipline Procedure 15 Stage 1 – first warning 15 Stage 2 – final written warning 15 Stage 3 – Dismissal 16 Gross Misconduct. 16 Appeals 16 Grievance Procedure: 16 Dealing with grievances informally 16 Formal grievance 16 Grievance hearing 17 Appeal - 17 Introduction A sound, well structured recruitment program
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international students and help new international students adapt themselves to the Ole Miss community. Article III. Membership Section 1: There shall be no member who is not currently enrolled as a student at the University of Mississippi . Section 2: There shall be no discrimination on the basis of race, sex, age, color, religion, disability, or national origin. Section 3: All members must maintain an overall quality point average of at least 2.0. Section 4 : Membership shall be terminated under
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Human Resources Manual Table of Contents Human Resources Manual 0 3 Policy & Procedures Manual 3 1. PERSONAL CONDUCT 4 1.1 Dress Code 4 1.2 Personal Communications 5 1.3 Gifts & Gratuities 6 2. EQUAL EMPLOYMENT OPPORTUNITY 7 3. SEXUAL HARASSMENT 8 4. BUSINESS EXPENSES 11 5. INDUCTION 12 6. HEALTH, SAFETY & ENVIRONMENT 13 6.1 Smoking 13 6.2 Alcohol, Drugs (& Other Substance Abuse) 14 6.3 Manual Handling 14 6.4 Workers’ Compensation 15 6.5 Total & Permanent
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has shown no attempt at improving her performance. Below is the process that should be taken to terminate Sam’s employment. 2. Risks involved If managers have not been trained in how to handle performance issues, there is the risk that Sam could ask the Union to get involved. If termination is not conducted properly, there is the risk of Sam claiming unfair dismissal against her company. 3. How should the problem be handled? Sam’s Manager first needs to speak to the Human Resources Department
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