for StarLine Coffee Bar Table of Contents Introduction 3 Induction Checklist 3 Items to be included in Induction Pack 4 How the Induction will be Carried Out 5 Activities Following the Initial Induction 6 How the Induction Complies with Employment Legislation 8 Conclusion 9 References 10 Introduction This report provides an overview of all induction activities necessary to promote effective induction for seven employees at the new StarLine Coffee Bar. It includes an induction checklist
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Chapter 23 Employment and Immigration Law • EMPLOYMENT AT WILL Either party may terminate the employment relationship at any time and for any reason (unless doing so would violate provisions of an employment contract) o Exceptions: Contract theory- implied employment contract Tort theory- emotional distress, defamation Public policy- whistleblowing o Wrongful discharge- violation of an employment contract/statute protecting employees • WAGE/HOUR LAWS Fair labor standards act- minimum
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with friends while enjoying coffee and snacks. The prime location of the café shop is the main pillar for the projected success. The café business is located at swanston street, which is one of the most busiest track in the Melbourne city. The opportunity of development of our business are high and is likely to occur in the future. Structure:- The city café & snacks shop is a small business and I will be the sole trader. I like to own and run the business by my own as it is a small business
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| * Legal Guidelines for hiring employees * Avoiding illegal discrimination against an employee because of race, color, gender, religious beliefs, national origin, disability, age, or genetic information. * Respect applicants privacy rights * Don't imply job security * Protect against unfair competition * Refer to the legal rules for hiring workers under the age of 18 and immigrants | * Job Descriptions * Necessary elements are qualifications, necessary
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Gumdrop Northern Memorandum A. The Problem. A review of your operations reveals several ethical issues and legal malpractices. This memorandum will address three of these ethical issues as well as proposed resolutions to each issue. The first ethical problem in your practice is disregard of quality and safety of the products you offer to your clients. In doing so, this reflects that your company lacks honesty, integrity and openness in production and how they relate with their customers. My second
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Discrimination on sexual orientation at the workplace Name Sexual discrimination at the workplace Introduction Discrimination based on sexual orientation is among the leading forms of discrimination in today`s contemporary world. Sexual orientation refers to one`s psychological processes, instincts and sexual activity, as relates to members of the same sex, opposite sex or both. Homo sexual are people with sexual orientation towards people of the same
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to Melvin (2011) all business ventures operates as a legalized form of business entity. When owners and managers of a business have knowledge of the structure, advantages and risk that each form of business entity involved then business for this particular group, will more effective at concentrating on business opportunities and taking advantage of them while limiting potential liability. These paper will giving examples of three different scenarios where owner have specific plans for each business
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Management department. This department to the organization because this department is design to attract, select, train, assess and reward employees. This department is also responsible for the leadership within the organization and making sure that the employment and the labor laws are kept within standards. Human Resource Managers are like the eyes and ears for the chairman and vice president of the organization. Even though some organization do not have a Human Resource Management department there are
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EEOC. Constructive discharge is an illegal discriminatory practice in which an employee is forced to resign because of an alleged unbearable work environment. Constructive discharge as a legal concept is relevant to our situation in that an employee has quit, alleging religious discrimination. There are legal arguments that must be proven by the accuser in order for a constructive discharge charge to be upheld. “To constitute a constructive discharge, the employer must deliberately create intolerable
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Employment-At-Will Doctrine Employment-at-will doctrine Summary The employment-at-will doctrine is a legal doctrine that gives employers the ability to fire employees “for a good reason, a bad reason, or no reason at all” (Halbert & Ingulli, 2012, p.46). This doctrine was developed in the 19th century under the theory that it would be just as fair for an employer to terminate an employee for any reason, as it would be for an employee to resign from employment at any time. There have been a few
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