After understanding the business and its property, we must also seek to consider the employees and uncertainty arising from their day to day operations. Employees do the majority, if not all of the work for this business, especially in the production and delivery of product to consumers. Employers can be held liable for employees that have accidents in the course of their employment practices, whether they cause damage to the consumer or the employee themselves. For example, a consumer that is caused any sort of damages by the employee can choose to recover the damages by suing the restaurant. The employer would be held liable for these actions, and thus would have to deal with the issue and represent the employee in court. Further, the …show more content…
The restaurant produces food for its customers from raw ingredients that it services. This serves as a major risk for the business simply because sushi is a type of food that relies on raw fish as its primary ingredient. The chefs and owner must appreciate the importance of sourcing the raw materials from a qualified and certified source in order to guarantee the safety of the consumers that dine here. Employee negligence in sourcing the cooking ingredients can lead to major issues for customers, ranging from food poisoning, to viral and bacterial infections due to incorrectly managed inventory. This can create huge amounts of liability for the restaurant, as the same seafood is served to most if not all customers, leaving a large amount of consumers vulnerable to this risk. Sushi Niichi must not only seek to understand the source of the materials, but rather the entire supply chain of the food before it arrives in their kitchen. From supplier to inventory, transport, and ultimately Sushi Niichi, the entire supply chain is extremely relevant to ensure that the adequate standards are met in the product that this company is putting on the market. The main peril in this scenario would be that of employee negligence and/or supplier dishonesty. Finally, the last major area of risk that this company faces is that of financial insolvency. Because this small business would most likely need to
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We live and work in a condition with challenging opportunities and dramatic uncertain economic environment, especially for managers, must have enough skills and knowledge to manage the changeable business environment. This essay will discuss whether the managers nowadays have the tendency to focus on economic results at the expense of more important things or not, and yes, the managers have the tendency to focus on the expense of more important things, the discussion will be demonstrated from the following concepts: contemporary management challenges—downsizing, workplace diversity, restructuring, globalisation and quality; organisational culture in Australia, managers’ role in managing organisational culture. Managers today must be able
The person conducting the business has to expend all necessary costs in dealing the above. He can do this in conjunction with managers form other business but they have to be regularly in consultation with one another as to ways that they can decrease degree of harm on workplace and eliminate risk. They must also consult with their worker to
When working in the food and hospitality industry, many physical hazards are presented to workers. By having good training and supervision, most of these serious issues can be avoided.
In many countries the state’s role in employment relations is not something that can be ignored. The state, which is characterized by a set of institutions made of the executive, legislature, the judiciary, the local government and the police, is a system of political domination that exercises power with the legitimate usage of violence, money supply and taxation. The presence of the state in any aspect of life of its citizens is pervasive, whether it is through macroeconomic policies or its role as an employer or even through legislation. In the capitalist world we live in today the state cannot be left out in any aspect pertaining to its citizens. The state (government) is applying policies on the basis that other
The Italian restaurant could fight for negligence in court, about the customers for being terrified, and freaking out in a bad manner going through this couldn’t most likely be held in court. The restaurant is trying to act like the suspect, and they are trying show how the negligence in their statement of being terrified, and freaking out, eventually results of the injuries. The staff members in the Italian restaurant that’s injured could’ve made the claim against the restaurant using workmen’s compensation showing that there’s being injury at the job. This is shown to be the staff member acting as the plaintiff vs. the defendant and the restaurant.
Employment Law Introduction; "To what extent does the obligation to maintain mutual trust and confidence ensure fair dealing between the employer and employee in respect of disciplinary proceedings, suspension of an employee and dismissal?" Mutual trust and confidence:- There are certain duties that an employer has to apply to its employee. This is to obtain a mutual obligation of trust and confidence between each other. A duty of cooperation is owed, if the employer doesn't show a duty of cooperation to the employee, this then can lead the employee to terminate the contract, sue or affirm the breech and continue.
Both employers and employees without restrictions should work together to establish and maintain a safe workplace, however the employer would be held responsible if the laws are not followed (Canadian Occupational Health and Safety (OH&S) Laws, 2017). All employees working at fast-food sites also have the three basic rights, to know, to participate and to refuse. The Occupational Health and Safety Act of 1970 states and ensures that all fast-food employees deserve to be trained on all the equipment and safety gear within the work sites and to get the relevant information about the potential hazards at the worksite. Although fast-food industry employees are protected by all these health and safety policies and procedures there are a total of about 6.3% time-loss claims due to an injury in a short-term disability, long-term disability or a fatality in restaurant worksites (Common accidents in the retaurant industry,
To reduce the possibility of a lawsuit from the worker, the company will agree to cover the expenses and damages (Huet, 2015). On the other hand, being considered an employee of a company holds that company liabile for any incident that may occur. There are many taxicab, limo and package delivery cases that raise this issue. In franchise operations, the relationship can be even narrower. The facts and circumstances matter and not all cases come out the same way. In Viado v. Domino’s Pizza, LLC, in which Domino’s Pizza faced a $32M Verdict over a fatal pizza delivery accident that left a 65 year-old woman dead and her 70 year-old husband with un- reversible brain injuries. The driver was legally responsible, as well as the independent franchise store. And Domino’s was liable too, in part because the driver was speeding to meet Domino’s 30-minute delivery guarantee. The court said a franchisor like Domino’s can be responsible for the actions of a franchisee’s employee in some
Your honor, I would like to defend my company, TGI Friday’s, in case. The fact that Bernard ate the quesadilla to be a better waiter only establishes the injury occurred during the course of employment. TGI Friday waiters were encouraged to try new items on the menu to help give recommendations to patrons; this was not required. TGI Friday’s sets a high standard on the effectiveness on their recommendations to guests. If an employee has lacking on this, after being evaluated, “counseling” by management is the next step taken to help employees be able to assist and help patrons during their experience at the restaurant. “Secret shoppers” were also guests that assess the waiters’ performance. This is one reason that sampling all new products
Insurance may not be the first thing that comes to mind when one thinks of a restaurant,but, it is one of the most vital. It protects our business from many impending problems, which range from broken Equipment to liability lawsuits.The restaurant industry, is a work environment that is very hazardous. On many occasions employees or customers injured themselves on the job or visiting. The U.S Bureau of Labor Statistics reported that 67,160 food preparation and serving workers hurt themselves on the job. More than half of all those workers 56.7% suffered cuts, burns, sprains, or strains. About 31.8% suffered an injury to their hand or wrist and 22.1% injured their back or shoulder (Bureau of Labor Statistics, 2009). As noted in figure 1,while
Clapton Commercial Construction is planning on expanding their current business to a new state. They currently do business in Michigan and are planning on expanding to Arizona. There are ten employment laws in Arizona that Clapton Commercial Construction should be made aware of in order to get their HR department up to speed before expanding to the state of Arizona. These are laws regarding required postings, minimum wage, overtime, meals and breaks, vacation leave, sick leave, holiday leave, voting leave, severance pay, and record keeping. These laws will be provided along with possible penalties for non-compliance and recommendations on how to approach these laws as they apply to Clapton Commercial Construction.
Employee benefits are a tool used by businesses to attract potential applicants, improve employee satisfaction, reduce turnover and maintain competition. Benefits that most employers offer include, but are not limited to, medical and dental coverage, time away from work, retirement, and additional assistance during life changing events. The majority of employers in the United States offer benefits to their employees and include an annual enrollment yearly to select benefits and make any needed changes.
Human Resource Management involves a wide array of functions that encompasses the time from when an employee enters an organization to the time the employee leaves the organization. The specific activities that are involved in HRM include job design and analysis, recruitment, orientation and placement, development and training of the personnel, employee remuneration, and performance appraisal (Aswathappa, 2007: 5). This paper shall focus on three main activities which are recruitment, training, and personnel development. When it comes to recruitment, it is incumbent upon the Human Resource Manager to bring into the workforce, employees that are both wiling and competent to accomplish specific tasks. The work of recruitment goes hand in