Employment Law Case Presentation and Analysis Essay

In an era of organizational flux due to competition and globalization, companies and employees are faced with constant change. Leaders must be able to adapt to change as the environment shifts. HR has been known as the organizational change agent, administrative expert, and employee advocate. More recently they have been regarded as business strategic partners for many organizations. In order to be successful and remain competitive in today’s market, Human Resources (HR) must be considered a strategic partner if an organization wants to flourish. Top executives today commit significant resources to ensure that their company’s functions are capable of rapid change and achieving their

Brohawn, supra, 276 Md. at 399. Subsequently, the other party to the altercation filed an action against Brohawn seeking damages for intentional torts and negligence. Id. at 399-400. Transamerica, Brohawn’s insurer, refused to defend Brohawn on the grounds that her coverage contained a policy exclusion whereby Transamerica was not responsible for intentional conduct. Id. at 400. Thereafter, Transamerica initiated a declaratory judgment action, in the same court, seeking to have the court declare that Brohawn’s conduct was intentional, and, therefore, fell within the policy exclusion. Id. at 401. The circuit court dismissed the declaratory judgment action because “the question of coverage would be ‘determined by the jury’s verdict in the tort suits]. . . .” Id. at

Please answer the questions posed at the end of each case study in essay form.  Each essay will be judged on your capacity to present strong, logical discussions that support your conclusions.

Despite receiving specific knowledge and notice of the attack, Lyons-Burke failed to protect Martina Toole, and is thus in breach of its duty. Because schools cannot be reasonably expected to prevent each and every altercation between students, a plaintiff must establish that the school recovered actual or constructive notice before the attack. In the prevailing months before the attack, the mother of the victim notified the school about the specific threats Ivy made against her. As in the Wilson case, this placed the school on notice regarding the “aggressive and confrontational” behavior from the attacker. Ivy Toxicone also had a disciplinary record that should have put the school on notice regarding her behavior in general. In MacCormack

While Giada was actually cooking on the show, Wendy Williams just threw the question out there asking her if she was dating anyone. Giada De Laurentiis wouldn't answer if she is in love, but did say that there is a special someone in her life now. Wendy tried to get Giada to share who the man was, but she couldn't pull that one out of her.

The aim of this early conciliation is to encourage as many cases as possible to settle ‘compromising’ the claim through a settlement agreement (previously called a ‘compromise agreement’) an agreement achieved through Acas conciliation (a ‘COT3’). Appendix 3 is an early conciliation Flow Chart (ACAS)

It is pretty obvious they are traveling and he has his arm around her. The thing is Michelle once again avoided answering the fans questions. Now she isn't posting about Cody, but that is probably because they need this show to air and fans question what is going on the entire time. Everyone wants an update from them.

Build the management-research question hierarchy, through the investigative questions stage. Then compare your list with the measurement questions asked.

This paper is going to use evidence to show if my boss has a case against his assistant, Paige. He wants me to complete a series of 3 tests to see if Paige is stealing from him. He wants me to conduct a polygraph on Paige, surveillance her work email, and befriend her on Facebook. This paper is going to show that my boss rightfully has a case against Paige or Paige could be experience harassment.

This case would involve a civil action because Eugenie is alleging that the United States Tennis Association was negligent, and that the negligence was responsible for her injuries. Negligence is one of the three main types of torts, and since a tort by definition is a civil wrong, this would definitely involve civil law.

Jackie would be in a sitution of his word against hers since Curtis was careful to keep his advances hidden and under the radar and out of view. Jackie is further comprimised by being placed in the situation of reporting the offenses to an employee that was also in a relationship with the accused. This could be viewed as a conflict of interest that could place Leslie’s personal agenda and decision making above that of her business interest. This could be considered collusion and deceptive behavior that would actually help Leslie in her legal stance. However, reporting this behavior to the company and persuing any legal direction could impact her career and future in a negative way from both the allegations as well as the legal fall out.The risk of damaging her reputation within the music industry is a real threat. Also, her personal life would be impacted as she would incur the financial cost, potential job loss, as well as the damage to her reputation. Schneider, Swan, and Fitzgerald (1997) found that when sexual harassment occurs, the incident impacts the victims’ job satisfaction, health conditions, and psychological

By the mid to late 1980’s there were as many as 5 million polygraph examinations that were administered in the public and private sector. According to a congressional report there were over one million a year and about half were for employment purposes. This along with pressure from various unions, caused congress to pass the Employee Polygraph Testing Act of 1988. It is to discourage widespread testing in noncriminal investigations. It also prohibits most private employers from using polygraphs in either prescreening or during the course of employment. However, state, federal and local governments have retained the right to use polygraph testing as part of the employment decision (McCrie,

Employees' Rights in the Workplace With the rise of technology there arose a fear of surveillance. However, George Orwell's 1984 passed us by without noticeable big brother control, and the national concern over espionage diminished with the demise of the U.S.S.R. These past threats were concerns over the use of technology by governments that had sufficient resources to use the technology for sinister purposes. The new threat is not technology in the hands of government, it is technology alone.

The first article is about a wrongful termination case that occurred in 2008. This case involved and full-service contractor name Paul Blakeslee that worked for a company called; Shaw Environmental and Infrastructure. Blakeslee was overseeing over 40 representatives dealing with a $100+ million agreement to uphold offices at Fort Richardson and Fort Wainwright in Alaska. When Blakeslee discovered that Shaw's Alaska venture supervisor claimed a third of an alternate privately owned business that was renting about $2 million in gear to Shaw, often without accepting any bids from competitors, he chose to write Shaw’s CEO a letter reporting the activity. “According to the lawsuit, Blakeslee said the project manager found out about the planned

FACTS: In May 1994, ABS-CBN” signed an Agreement with the Mel and Jay Management and Development Corporation. ABS-CBN was represented by its corporate officers while MJMDC was represented by SONZA, as President and General Manager, and Carmela Tiangco , as EVP and Treasurer. Referred to in the Agreement as “AGENT,” MJMDC agreed to provide SONZA’s services exclusively to ABS-CBN as talent for radio and television. ABS-CBN agreed to pay for SONZA’s services a monthly talent fee of P310,000 for the first year and P317,000 for the second and third year of the Agreement. ABS-CBN would pay the talent fees on the 10th and 25th days