Employee Contract Case Summary

The workplace is a delicate environment filled with different personalities types. These differing needs of feeling safe and comfortable create many challenges in the workplace. The creation of the Human Resource Department has helped create a safety net for all employees to fall under and create a stable environment for employees to feel safe and secure. Regulations such as Equal Employment Opportunity Commission and the Department of Labor have in some ways removed the common sense and compassion in the workplace and replaced it with litigation. The effect of these regulations have balanced the workplace and created a more

All incidences of injury should be reported, promptly and correctly managed, in a compassionate way. This should be followed by a root cause analysis and an action plan to prevent recurrence which may include retraining staff, and providing necessary equipment among others. Care is offered free of charge to all staff whether paid or unpaid staff as long as they are working at the health facility.

1. Did Wayne have an employment contract, either oral or written, with EcoCare? Why or why not?

Zamudio, Human Resources Administrator and acting custodian of personnel records of the Domino Realty Management Company who allowed access, and copies in support of any relevant information pertaining to any injuries, had located a “Work/School Status Report” under the name of the “Talbert Medical Group.” The document had placed the claimant off from work from 2-5-01 through 2-5-01 for pain to the claimants left knee, and yet, according to Ms. Zamudio, the document did not state that a work related injury occurred as there were no other documentation in support of an injury. Furthermore, the witnesses had not cited any job related incidents where the claimants left knee from 2001 had been injured were the alleged 2001 left knee had been irritated or exacerbated in any

1. Janet works as a branch manager for a large banking firm. Her job requires her to travel by personal vehicle to different branch offices several times each week. Janet has lower back problems from a result of a skiing accident many years ago, which is further aggravated by long periods of sitting while driving. Janet was returning from the branch office to the home office on Thursday afternoon when another driver struck her car from behind. A physician examined Janet and determined that the accident aggravated her pre-existing back injury. The physician ordered Janet to remain off work for at least two weeks.

Facts of the case: Imagine you are an HR manager and your boss and owner of the company, Bill, comes to you suspecting his assistant, Paige, is stealing money from the company. Bill would like a polygraph test conducted to see if Paige is stealing from the company. He would also like you to conduct electronic surveillance on Paige’s work e-mail for anything suspicious.

Depending on the status of the employee upon hiring or later, he or she may be granted at a will contract or a property interest contract in a continued employment (Varone, 2012). Because at a will employees cannot expect a continued employment, they can be terminated for any reason or without reason (Varone, 2012). For property interest employees, due process must be provided before job termination stated Varone (2012). Public employees such as municipal and district firefighters even under at a will contract cannot be terminated without just cause or in a violation of law affirmed Varone (2012). A fire chief who was fired due to an alleged incompetence filed a law suit against his employer. The facts, the issues, the ruling, the rationale, a perspective, and example in which the court’s decision might be cited are addressed in this paper.

Agreed upon by the management of the hospital, situations like this were to be dealt with using the concept of progressive discipline, which is similar to having 3 strikes. It would be a method to ensure that Ennis, as well as a union representative, are aware of the disciplinary action that could ensue if Ennis continued his poor performance. It was agreed that verbal counseling would be the first step prior to any other disciplinary actions. If the employee does not improve their performance, the normal progression of discipline will be followed through (Hebdon & Brown, 2008). Ennis’ actions lead management through the entire progression of discipline, and by the end, after the second written warning, gave them no other choice but to discharge him from his position. This is a major factor in why management have ‘just cause’ for terminating Bradley Ennis from his position here at All Saint’s Hospital, because both the union and the hospital agreed upon these terms. Management feels that Mr. Ennis does not show any reason to be an exception to these terms. Management feels that they did not treat Ennis with unfair or unjust discipline, and due to his action we feel the final step of termination was the only option.

Mr. Ortiz states that the claimant did not provide a history of being injured at work and never indicated to him that he had injuries associated with the injuries associated with the claim. He said the claimant never exhibited any physical complications when he performed his job. He stated, “I never saw nothing wrong with him.”

The issue with efficiency continues when the vascular surgeon arrived at eight o’ clock in the evening deviating from the original hours discussed that early morning. Because of the lack of communication between health care professionals including the family physician and the surgeon, the permanent damage was done to the client. The client had to undergo a leg amputation above the knee. Although the court ruled in favor of the defendant, failure of proper communication between the healthcare professionals can be identified and resulted in life sustaining injury to the client ("Nurse Failed to Timely Respond to Vascular Complaints", 2017)

No voluntary partial payment of a claim based on alleged liability for injury or property damage shall be construed as an admission of fault or liability, or as a waiver or release of claim by the person receiving payment.

As you know, his office represents the above-named individual with regard to a work related injury.

Since the worker suffered such a traumatic injury, it is imperative that the employer first check on the employee to check on the severity of the injury and upon assessment by a trained employee, either the correct medical procedure needs to be administered to the employee or they should call the ambulance so that the employee can be safely transported to the hospital, preventing further damage and ensuring that all measures are in place to repair the injury.

The injured worker is a 38-year-old male who was injured in an industrial-related incident on 02/15/2007. On the date of injury, the claimant was loading a truck when he suddenly experienced an acute onset of sharp pain in his lower back.

Facts: P sued D to for money damages tied to a partnership agreement, who were former partners with D. Although D claimed P breached a prior agreement, the trial court nonetheless ruled against D.