Domingo‚ Jasmine D. BSBAMG3A The Positive Effects of Hiring Selected College Students in McDonald’s People Support Branch‚ Makati City Chapter 1 I. Problem and Its Background Nowadays many college students work part-time. Employment during school days may break or make the career of the students. Basically working students is defined as an individual who works part-time while attending school. Part- time job is is a form of employment that carries fewer hours per week than a full-time
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AbstractThe main purpose of this report is to analyze the three case studies beginning with Florida Company Fastens Its Sights on Global Growth on pages 43-44 where we will evaluate elements that impact growth strategies. Next we will discuss Nike: Hiring Gets Off on the Right Foot on pages 284-285‚ here we will identify possible Equal Employment Opportunity (EEO) laws or industry standard employment practices that may be in violation concerning this case study. The last is about Pay Decisions at Performance
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Questions 1-4 1. The court meant by its statement that negligent hiring and negligent retention “rely on liability on the part of an individual or a business that has been on the basis of negligence or other factors resulting in harm or damage to another individual or their property” (Luthra‚ 2011) and not on “an obligation that arises from the relationship of one party with another” (Luthra‚ 2011). The court meant that “negligent hiring and negligent retention do not rely on the scope of employment but
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background screening. The Pros of Employee Background Checks Why do background checks? The benefits of comprehensive employment background screening include: increased applicant and new hire quality‚ reduced workplace violence‚ reduced negligent hiring liability‚ reduced losses from employee dishonesty‚ making the right hire the first time‚ and avoiding negative publicity. The bottom line is that pre-employment background checks help an organization be more successful. That means greater profits
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Court of Colorado 831p.2d1316 FACTS Plaintiff Connes worked as a hotel clerk at a Holiday Inn and was sexually assaulted by Taylor who was employed as a long-haul truck driver by defendant Molalla Transport. Connes sued Molalla on the theory of negligent hiring in that Molalla should have known that Taylor would encounter members of the public and that Molalla breached its duty by failing to fully and adequately investigate Taylor’s criminal background. Defendants argued that it had no legal duty to
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Pierce had left work without permission at the time of the attempted murder and murder/suicide. Kerl and Jones’ estate sued DRI and Arby’s‚ INC. As in pertinent to this appeal‚ the plaintiffs alleged that Arby’s is vicariously liable‚ as DRI’s negligent supervision of Pierce. The circuit court granted summary judgment in favor of Arby’s‚ concluding that there was no basis for vicarious liability. The court appeals affirmed. The issue is whether and under what circumstances a franchisor may be vicariously
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Ponticas. Graffice was later apprehended and convicted of his crime. The Plaintiff then looked towards the residing hiring body‚ to quell the questions of faulty and negligent hiring practices. The Ponticas declare that KMS investments acted negligently by hiring an individual with a history of crime and violent actions.
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Law Case Analysis According to the law case EEOC v. FREEMAN‚ the EEOC filed a law suit against Freeman and alleged the company’s hiring policy which includes criminal background and credit history checks‚ has a disparate impact on African-American‚ Hispanic‚ and male applicants. And the material fact of this case is whether Defendant’s hiring criteria of conducting criminal background and credit history checks is consistent with business necessity. Since the Defendant was charged by the EEOC with
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employees feel their personal privacy rights have been violated when; in fact that is not the case. In the long run‚ valued employees end up being protected by the same rules they originally felt were invading their personal privacy rights. Hiring and pre-employment policies and procedures that can save more than money It is very common for employers to have policies and procedures in place regarding the medical information of prospective employees. These policies can require a person
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recommendation from a previous employer renounces his sexual misconduct and guarantees his employment with another county agency. The negligent hiring of Joseph Herrera led to another history of sexual mishap between him and a patient. One of the major problems with this
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