Astorga and David A. Shirk Mexico and the United States: Confronting the Twenty-First Century This working paper is part of a project seeking to provide an up-to-date assessment of key issues in the U.S.-Mexican relationship‚ identify points of convergence and diver- gence in respective national interests‚ and analyze likely consequences of potential policy approaches. The project is co-sponsored by the Center for U.S.-Mexican Studies (San Diego)‚ the Mexico Institute of the Woodrow Wilson
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Employment-At-Will Doctrine Law and Ethics in the Business Environment The concept of employment-at-will holds that both employer and employee have the mutual right to terminate an employment relationship anytime for any reason and with or without advance notice to the other. Specifically‚ it holds that an organization employs an individual at its own will and can‚ therefore‚ terminate that employee at any time “for a good cause‚ for no cause‚ or even for cause morally wrong‚ without being
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Unit 27 – Employment Legislation Assignment 2 1. Terms of Reference: This assignment asks to describe the impact of data protection legislation regulations on a specific business. The report will look at how the specific business will be affected by both employment and data protection legislation. 2. Procedures: In order to carry out this assignment research will have to be collected this will come from a number of sources including the following: • Reference books • Internet
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Abstract As societies jails become increasingly over populated there seems to be a new question as to why people recommit crime and how to influence the desistance process. For those in the Criminal Justice fields theories on why individuals commit crimes are abundant. Society‚ biology‚ genes‚ and upbringing are all fair game in assessing the why a person commits crimes. Although understanding the etiological reasoning for crime is important‚ it has now become increasingly important to understand
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Cases Precision Concepts Corp v. General Employment &Triad Personnel Services -The facts: General employment contacted precision regarding a job opening and sent a potential employee‚ Tavery Tan‚ for an interview. Precision hired her but refused to pay GE for procuring the employee. Precision filed a complaint that there was no contract and the court rendered judgment to GE on a counterclaim. Precision appealed. -The Issue: were all the elements of a contract present to make the contract
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AND MAQUILADORAS Women and the Maquiladoras of Mexico Abstract After the US government put a stop to the Bracero program‚ a plan known as the Border Industrialization Program was introduced in 1965 by the Mexican government aimed at creating job opportunities for the workers previously allowed to work in the US on a seasonal basis. During the same year‚ the maquiladora industry was born in Mexico. Women and the Maquiladoras of Mexico In this paper I will explore the history‚ background
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Campus Security Guidelines Recommended Operational Policies for Local and Campus Law Enforcement Agencies A project of William J. Bratton‚ Chief of Police‚ Los Angeles President‚ Major Cities Chiefs Association In partnership with Bureau of Justice Assistance U.S. Department of Justice Director James H. Burch‚ II Bureau of Justice Assistance‚ Office of Justice Programs‚ U.S. Department of Justice Staff support provided by Lafayette Group This project was supported by Grant
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EMPLOYMENT CONTRACTS An employment contract is made between an employer and employee where the employer agrees to offer a salary in return for the employee performing duties. The purpose of a contract of employment is to draw up rules and regulations concerning the rights‚ obligations and conditions between an employer and employee. It generally states the relationship between the two parties. Any breach of contract by any side is not acceptable by law. Contractual entitlements often include:
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Employment Agreement (Sample) THIS AGREEMENT made as of the ______day of__________________‚ 20__ ‚ between [name of employer] a corporation incorporated under the laws of the Province of Ontario‚ and having its principal place of business at _______________________(the "Employer"); and [name of employee]‚ of the City of ____________________in the Province of Ontario (the "Employee"). WHEREAS the Employer desires to obtain the benefit of the services of the Employee‚ and the Employee desires to render
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• Summarize the employment-at-will doctrine and evaluate each of the eight (8) scenarios described by determining: The employment-at-will doctrine states that an employee can be fired or released from a company for cause or no cause at all. The employee also has the right to quit a job for any reason. Under this legislation‚ neither the employer or employee incurs “adverse legal consequences” (NCSL‚ 2014). There are three exceptions that are observed by the law to include a dismissal that “violates
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