SPRINGFIELD, PA 19064 ASSIGNMENT #1 JERRY S. KOLEH Prof. Michael Markey LEG 500(LAW AND ETHICS) January 25, 2011 (1) Explain where an employee can reasonably expect to have privacy in the workplace
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ASSIGNMENT 1 EMPLOYMENT AT WILL DOCTRINE ROBERT COLEMAN LEG 500 LAW AND ETHICS IN BUSINESS ENVIRONMENT PROFESSOR TERESA SMALLWOOD J.D., MDiv. April 21, 2012 It has been brought to my attention that our recent hire Jennifer has been having a number of issues during her employment. I am going to have to review a number of things to determine what we are going to do about the situation. The first issue at hand is the lack of competence and skills that she is showing when it comes to her
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Assignment 2: Ethics and Corporate Responsibility in the workplace and the World. LEG. 500: Law, Ehics & Corp. Governance Amy Gray Professor Weekly November 24, 2013 All Stakeholders in this scenario are PharmaCARE, CompCARE, WEllCO, Donna, Tom, Ayesha, Allen and Consumers. PharmaCARE is one of the world’s leading pharmaceutical companies. They specialize in servicing low income consumers who with high quality products. PharmaCARE is based out of New Jersey with a manufacturing plant
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Assignment 1: Whistleblowing and Sarbanes-Oaxley Due Dana Martin Prof. Christina Williams LEG 500 January 25, 2015 JP MORGAN Chase Bank In February 2014, JP Morgan Chase bank admitted that for over 10 years they were submitting false information about countless amounts of mortgages for insurance by the Federal Housing Administration or the Department of Veteran Affairs that did not qualify for government guarantees (reuter.com). Whistleblower, Keith Edwards was employed with JP Morgan
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depends on pricing that is sustainable and profitable. Students in this course will learn both the principles that can guide pricing and the practical considerations that make pricing a challenge. Sustainable and profitable pricing stands on three legs: costs, competition and consumer value. Some managers focus too much on costs, while others focus too much on competition. Decisions made in this way are typically not good. As we will see in this course, a manager is best served by making sure that
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Assignment 3: Corporate Governance and Ethical Responsibility Research Paper By: To Professor: Stacie Pittell COURSE NAME: LEG 500 – Law, Ethics, and Corporate Governance Strayer University Washington DC August 2012 Corporate Governance and Ethical Responsibility Research Paper This analysis paper will explain if Dr. DoRight of Universal Human Care Hospital can manage when he discovers that patients inside the hospital are dying as a results of a extent of illegal practices
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Employment-At-Will Doctrine Kimbla Gordon Eaton LEG/500 October 31, 2013 Professor James P. Laurie III, Esq. Employment-At-Will Doctrine This paper will include a summary of the Employment-at-will Doctrine. As a review for understanding the paper will evaluate eight scenarios facing the writer as the new Chief Operating Officer (COO) of a medium size establishment. Additionally, the COO will make a recommendation to institute a whistleblower policy giving three essential
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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
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Week 3 Assignment # 1 LEG 500 Law, Ethics, and Corporate Governance By Anthony McKenzie Presented to Prof. Moses Cowan February, 16, 2012 1) Explain where an employee can reasonably expect to have privacy
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Assignment 1: Employment-At-Will Doctrine Shanekia Jordan Professor Kimberly Ford LEG 500: Law, Ethics, and Corporate Governance 10/29/2013 Employment-At-Will is a policy that most states in the United States conform to in terms of employment. “At-Will” is when an employer can end a relationship with an employee at any given time, for any reason with the exception of an illegal one, for no reason without having any legal liability
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