Memo Date: July 15‚ 2015 To: M International From: Team 17 Re: Accounting for a Loss Contingency for a Verdict Overturned on Appeal M International and W Inc. have been engaged in long-standing litigation over a specific patent infringement matter. Pertains to the accounting for this contingency loss‚ this memo has made the following conclusions: 1. For the year-end December 31‚ 2007‚ financial statements‚ M should record $17 million as a liability. 2. M should adjust its liability for the year-end
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Final Assignment in Pittsburgh: 1964–68 The new setting was entirely different from the previous two. It was a large parish with a majority of college-educated adults‚ many successful businesspersons‚ upper-level managers of large Pittsburgh companies‚ and an elderly pastor who was kind but still constrained by his rigid theological training from the 1930’s. He allowed me freedom to do much of what I wanted to do. I recall our first evening meal together. I had been to a civil-rights march in downtown
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based on factors that have no bearing on job performance. Traits such as race‚ religion‚ gender‚ and national origin are all elements that can be the basis of discrimination in hiring‚ firing‚ promotion‚ and other employment decisions. Title VII of the 1964 Civil Rights Act integrates the two principles of disparate treatment and disparate impact. Disparate treatment is when an employee is treated differently due to the factors mentioned above. Whereas disparate impact specifies the broader scope of employer
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compare four theories of leadership. The theories selected to analyze by the learner are contingency‚ behavioral‚ transformation‚ and transactional. For a better understanding of how these theories will fit into her desired line of work‚ these theories must first be defined. According to Northouse (2012)‚ “Contingency Theory is a leader-matched theory that tries to match leaders to appropriate situations to fit the leader’s context (as cited by Fiedler and Chemers‚ 1974). Contingency theory depends
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The Civil Rights Act of 1964 established a standard of equality amongst all races. All U.S. citizens of any race have the equal right to vote‚ equal access to an education‚ public accommodations‚ and equal pay. I would say that we‚ as a nation‚ have come a long way in regards to civil rights and discrimination. In the early 1960’s the southern states were among the worst states discriminating against African-Americans‚ however today those states hold very high numbers of African-American local elected
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Civil right law 1964 It is a law made to protect the human rights. It is a law based on the individual rights like age‚ gender‚ color‚ religion discrimination. Social equality envelop the essential human rights that all Americans are ensured by the U.S. Constitution. Government and state established law‚ statutes‚ managerial directions‚ and legal elucidation have characterized and extended these social liberties after some time. Essential wellsprings of social equality law incorporate the initial
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insufficient contingency planning A failure to communicate effectively with the public at a personal level‚ by phone and through the media What were the lessons learned? A number of the lessons indicate that closer attention to project management techniques could have mitigated the failures. In particular‚ the main lessons were: New systems must be thoroughly tested Staff must be fully trained and adequate time allowed to learn new processes Realistic contingency plans are required
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State Farm Business Contingency Plan Xavier Smith Western Governors University State Farm Business Contingency Plan The qualitative risk analysis performed in a previous report identified eight notable risks associated with setting up a call-center presence in Québec‚ Canada. As those risks are successfully managed‚ the call center will commence operation and start handling telephonic insurance requests from mostly French-speaking customers. (Only one-quarter of employees at this center will
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Discrimination The Civil Rights Act of 1964 includes major features that deal with discrimination in multiple settings‚ however Title VII covers discrimination in the workplace. Title VII of the 1964 Civil Rights Act bars discrimination on the part of employers‚ including all public or private employers of 15 or more persons (Dessler p. 30). Employers are barred to refuse employment to certain protected individuals on the basis of their race‚ color‚ religion‚ sex‚ or national
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Title VII of the Civil Rights Act of 1964 Title VII of the Civil Rights Act of 1964 introduced the concepts of protected classes and unlawful employment practices to American business. It is unlawful under Title VII for an employer to hire or discharge any individual‚ or otherwise to discriminate against any individual with respect to his or her compensation‚ terms‚ conditions or privileges of employment‚ because of an individual’s race‚ color‚ religion‚ sex or national origin. This covers hiring
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