INTEROFFICE MEMORANDUM TO: CEO FROM: ELEMENTARY DIVISION MANAGER SUBJECT: METAL WHISTLE TESTING DATE: OCTOBER 1‚ 2011 CC: EXECUTIVE TEAM Overview We have a large shipment of our elementary toy collection scheduled ship at the end of this week but have encountered a problem with the production. One of the products in this collection has failed the quality control testing exceeding the legal limits of lead set by the federal government. This shipment will be delivered to South American schools
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Western Governors University October 26‚ 2013 Human Resources JDT2 Task #2 To: Bob Smith‚ Chief Executive Officer From: ‚ Elementary Division Officer CC: Executive Team Date: October 26‚ 2013 Re: Elementary Toy Test Result Overview: An elementary toy that is due to be shipped at the end of the week has failed quality control testing. A metal whistle has been shown to exceed the federal regulation guidelines for lead. The testing process showed the lead level for this particular toy tested
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Human Resources Task I Western Governors University May 19‚ 2014 2 A. Constructive discharge as a legal concept is relative to this specific scenario in the aspect of the previous employee quitting because of a perceived evidence of difficult or hostile work environment. A specific event or chain of events‚ that do not have to be related‚ can lead to this evidence and elective discharge. In this specific case‚ a mandated change in scheduling causing an overlap with a religious holy day is
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day of the week. This schedule requires all production employees to work on holy days regardless of religious affiliation as the production now runs seven days a week.Office staff members were not impacted by this policy change.AA23 quit on January 2‚ 2013 after new policy was in effect.
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Optimal results of a well-prepared and well-delivered performance appraisal Higher employee satisfaction – When an appraisal is exquisitely prepared and well delivered employees are prone to respond better to the feedback presented. The employees also come away from the meeting with a clear understanding of their performance and where improvement is needed. They will also have good understanding of the company’s goals both for itself and for the employee themselves. Improved Efficiency – After
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Rights Act of 1964 § 7‚ 42 U.S.C. § 2000e et seq (1964). Retrieved from http://www.eeoc.gov/laws/statutes/titlevii.cfm Finnegan‚ S. (1986). Constructive discharge under title VII and the ADEA. The University of Chicago Law Review. Chicago: Spring‚ 53 (2)‚ 561-580 Lieberman‚ A. (2012). Mediation success: Workplace conflict is best settled outside the courtroom. Retrieved from http://www.youtube.com/watch?v=WOzGmxI4pW4&feature=youtu.be Meckes‚ J. (1996). Turner v. Anheuser-Busch‚ Inc.: California Supreme
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MEMO TO: CEO FROM: Division Manager DATE: January 29‚ 2014 RE: Discrimination Research ****************************************************************************** The following are my findings regarding the constructive discharge from the employee that has left our company after our policy change. The employee is alleging that we discriminated against them because we made them work on a “Holy Day.” He is claiming “constructive discharge.” Constructive Discharge is when an organization
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MEMO TO: FROM: DATE: SUBJECT: Mrs. Jane Smith‚ CEO‚ Jinkie Pops Toy Co. Amy Hance‚ Elementary Division Manager August 22‚ 2012 Constructive Discharge Claim of Mr. William Fleck As per your request‚ I have reviewed the documentation relating to Mr. Fleck’s resignation and subsequent claim. I have researched pertinent case law and have prepared the following synopsis and recommendation for your review. As the Jinkie Pops Toy Company grows‚ operational changes are necessary to meet the demands of
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Code of Ethics What is the purpose? December 27‚ 2013 Strategies The world is filled with decisions to be made both in business and from a personal standpoint. All too often however‚ these worlds cross and an unethical decision could cause a scar on the company that could last indefinitely. In order to teach ethical behavior to the employees of a company one must first demonstrate the behavior themselves. Develop a culture of honesty
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Competition Bikes Inc. Storyline Operational Analysis 03/10/2014 WGU JET2 Financial Analysis Task 2 Introduction In this task‚ the budget schedule and proformas as well as the flexible budget were reviewed. Below you will find my analysis and recommended corrective actions as well as how management by exception applies. Budget Planning Concerns Competition Bikes has a good starting point for a budget but is overall weak and has several budgetary concerns. A few of those items are
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