Employment -A-Will Doctrine I am the newly appointed Chief Operating Officer (COO). I have discovered multiple personal problems needing my immediate attention. I will work closely with my Human Recourse Manager (HRM) to evaluate the following issues in light of the employment-at-will doctrine. The employment-at-will doctrine gives employers broad discretion to fire employees “for a good reason, a dad reason, or no reason at all” (Halbert & Ingulli, 2012, p. 46). The first concern is our employee
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Introduction I’m the owner of University Heights Apartments. My tenants are primary students that attend the University. One of my tenants and office managers were attacked by an intruder that tried to break into Sharon apartment. Sharon and the resident manager were badly injured during the attack. There are legal questions that need to answer to ensure there is no liability on my behalf. There are two areas that will be covered in this paper on business torts and ethics. Business torts is
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Chapter 1 Summaries: L01 (Define HRM and roles and responsibilities) • HRM consists of the “people practices” at an organization. The policies, practices and systems that influence employees' behaviour, attitudes, and performance. • HRM process steps: (1) Analyze and design jobs, (2) recruit and select employees, (3) Training and development (prepares employee to carry out their jobs), (4) Performance management to ensure employee output matches organizations goals. • HR departments
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Code of Business Conduct and Ethics, uphold these standards in day to day activities, comply with all applicable policies and procedures, and ensure that all agents and contractors are aware of, understand and adhere to these standards. In any employment relationship, management and staff have expectations of each other and an effective and productive working relationship depends on the fulfillment of these expectations. Our Standards of Conduct and Ethics are driven by the Q Company which provides
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testing to screen prospective job applicants and monitor current employees for drug usage. Drug testing at work presents us with a difficult ethical dilemma raising a question: How businesses can respect individual’s basic right to privacy and at the same time provide a safe and productive work environment. Drug testing at workplace is a serious ethical and legal issue with opponents claiming that it is directly infringing on employee’s constitutional rights to privacy. Drug testing can be
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BRIEF Applicable law/principle “Judge Benjamin Cardozo declares, that a director owes loyalty and allegiance to the corporation—a loyalty that is undivided and an allegiance that is influenced by no consideration other than the welfare of the corporation. Any adverse interest of a director will be subjected to a scrutiny rigid and uncompromising. He may not profit at the expense of his corporation and in conflict with its rights; he may not for personal gain divert unto himself the opportunities
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Ethical Issues in Business: I and two business associates have decided to start a small consulting business. We will be providing management consulting expertise and service nonprofit organizations. Many of our clients will be paying for this management consultation using federal funds. We intend to have between fifteen and twenty employees in addition to ourselves. We bring with us the highest ethical credentials but we feel that it is imperative that we implement a code of ethics/conduct
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be included in office ethics or some companies don’t clearly draw out an ethical policy. Secondly, ethics refers to the study and development of one's ethical standards. Organizations are made up of human beings who are personally invested in the office and often live in the communities in which they work. If the individuals are harmed by decisions that maximize office profitability, then the decision is not an ethical one. Only one stakeholder is getting their needs met, at the expense of
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the recent years with an objective of creating a comprehensive workplace environment in the organization. Although majority of the analysts state that a diverse workforce is a good move for the company, cultural diversity can lead to increase of ethical issues that can be problematic for managers and employees to resolve. Issues that arise include cultural diversity consists of religious differences, gender issues, hiring decisions and lastly business practices. A culturally diverse workforce in
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issued on the first day of employment. Employees will only use their badges in the grant areas as expressed by human resources Employees should have their badges with their name visible at all times while on GJLNR properties. At no time, will an employee use another employee badge to gain entry or exit to GJLNR properties. GJLNR reserves the right to revise this agreement at anytime. Badgers are returned to management or human resources upon termination of employment. Internet Access
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