Case Study Nine

In relation to the management of conflict the College has several inter-related procedures. The first and most important to this area is the Anti-Harassment procedure. This procedure deals with the steps, first informal and then formal, that a member of staff who feels they are being harassed can go down to resolve this conflict. Linked to this is the Disciplinary procedure under which action may be taken upon a successful Anti-Harassment complaint. For managers there is also the Poor Performance procedure should the conflict be in relation to the performance of a staff member. For conflicts in relation to employment matters, pay and grading issues the College has a Grievance procedure.

S.R is a 69-year old man who presents to the clinic because his “wife complains that his snoring is difficult to live with.”

accepts discriminatory instructions from an employer and carries them out, both parties are liable. An

This type of research is very valuable. This type of research is the most accurate and best way to fully understand the virus. It may be time consuming but it is the best way to study the virus.

Charges of workplace discrimination is said to be at an all time high. During the 2015 fiscal year the U.S. Equal Employment Opportunity released information that claims there were more than 89,000 charges filed for workplace discrimination. One of the top ten charges is said to be retaliation, which had an estimate 39,757 cases in 2015, which is 44.5 percent of all charges filed. Retaliation is said to be in violation of the Title VII of the Civil Rights Act of 1964, For the purpose of this research paper I will provide the understanding of both Acts, while also taking a case that deals with to provide the basis of the case, the findings, and the outcome of the charges.

The disparate treatment doctrine requires a plaintiff to demonstrate that an employer has treated some people less favorably than others because of their race, color, religion, sex, or national origin. Three provisions required to prove disparate treatment are (1) the plaintiff must establish a prima facie case of racial discrimination; (2) the employer must articulate some legitimate, nondiscriminatory reason for its actions, and (3) the plaintiff must prove that the stated reason was in fact pretextual. Proof of discriminatory motive is critical and may be inferred from the mere fact of differences in treatment. Proof may also be inferred from the falsity of the employer’s explanation for the treatment, (Walsh, 2010).

Discuss the four components of corporate social responsibility and how they relate to a charitable campaign such as (Product) RED. How does participation in a cause-marketing event contribute to a company's social responsibility? What role does sustainability play?

Developing a plan of action to defuse an individual immediately upon hearing about the violent behaviors. Zero Tolerance policy is key in prohibiting any kind of violence or threat and to advise termination for any acts of violence. Employees need to be notified of the policy and employers should make sure that they review the policy and sign to acknowledge it. Training should also be implemented in order to teach supervisors and employees in detection, reporting, and prevention of workplace violence. “It is important to instill a sense of responsibility in employees for preventing violence, and teach them to recognize the signs of potential or actual violence and to take appropriate action such as defusing or reporting it” (http://www.americanbar.org/content/dam/aba/administrative/labor_law/meetings/2008/ac2008/056.authcheckdam.pdf). Threat assessment team is another option in decreasing workplace violence by including an individual from human resources, security, EEO, decision-makers management, and unions. The team evaluates the risk of an individual, implement a confidential reporting center for complaints of workplace violence, and encourage employees to report incidents.

1. Create and interpret Commonwealth’s statement of cash flows for 2013. What information does it provide regarding the HMO’s sources and uses of cash over the past year?

This is a problem that could occur between the employee and employer, it is a complaint that they could have against each other for something that either of them has done wrong.

Southwestern University: F The recent success of Southwestern University’s football program is causing SWU’s president, Joel Wisner, more problems than he faced during the team’s losing era in the early 1990s. For one thing, increasing game-day attendance is squeezing the town of Stephenville, Texas and the campus. Complaints are arising over parking, seating, concession prices, and even a shortage of programs at some games. Dr. Wisner, once again, turns to his stadium manager, Hank Maddux. This time, he needs a guaranteed revenue stream to help fuel the stadium expansion. One source of income could easily be the high-profit game programs. Selling for $6 each, programs are a tricky business. Under substantial pressure from

Ethical theory will be outlined in relation to the example case with discussion on how the case poses an ethical dilemma in the workplace. Additionally ethical theory will be considered in light of the case with

Krispy Kreme has experienced dramatic growth over the past 5 years based on their income statement. Every line on the income statement has grown rather impressively. Revenues have grown from $220M to $666M and net income has grown from $6M to $57M. Based on the income statement, Krispy Kreme is doing very well.

Employment-at-will is a law that stipulate that as long as a employee is not been discriminated he or she can loose their job and any given time. This paper aims to analyze 8 different scenarios and determine whatever or not an employ can lose his or her job based in some behaviors, actions, or inactions that had lead to a somewhat hostile, aggressive, and even disrespectful work environment. At the same time the paper will address the importance of whistleblower police for any organization. While the employment-at-will allows employers to terminate their staff at any moment, at the same time it protect the staff from any type of discrimination.

87). Bigelow Teas’ would not want their suppliers or resellers to know about their strategic business decisions. (Haag & Cummings, 2009). There might be a person who is a supplier or reseller who might take this information and use it for themselves and/or sell the information for a profit. The suppliers and resellers should only have information that will help Bigelow Teas in regards to implementing cost reduction, and be helpful with their resources.