email sent on August 20‚ accepting her resignation but rejecting her withdrawal. Cantu claimed breach of her employment contract. Issues: Under the “mail box rule”‚ does mail count as an authorized method of acceptance despite the fact of hand-delivery and no clear statement of acceptance method? Lower court decision: The Commissioner of education and distruct court assessed that the employment contract was terminated as of the moment when the superintendent deposited the acceptance letter for Cantu’s
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Case Study The Layoff Robin Astrigo‚ CEO of Astrigo Holdings‚ has recently discovered that his business is beginning to suffer financially. Profits are significantly decreasing despite company promotions‚ inventory cuts‚ and expense adjustments. In addition‚ Astrigo Holdings is losing sales to other competitive retailers with more reasonably priced products. The business needs to make a change in order to pick itself up from this recession. Mr. Astrigo has come to the conclusion that multiple
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Company is faced with an ethical dilemma. One of the rules that the company employees have to follow is the strict use of the company computers for nothing more than business purposes. Any employee who chooses to violate that rule could be faced with termination of his or her job. Jasper‚ the company president‚ had just heard news that his Chief of Operations had fired a female employee for violating the computer use policy. After the female employee had been terminated she had mentioned that Jasper should
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opportunities‚ and GM was the world’s number one car manufacturer. Salaries at GM were among the highest in corporate America‚ and a job at GM provided unparalleled security. A white-collar job with GM was the closest anybody could come to permanent employment‚ outside of working for the federal government. Russ began hi career at GM as a cost analyst at the company’s Fisher Body division in Detroit. From there he proceeded through a long sequence of increased job responsibilities. By his 20th anniversary
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When breaking an employee’s contract when wrongfully dismissing them such as‚ when you dismissed that employee without giving them their proper notice. This is wrongful dismissal and you as an the employee have the right to take your employer to an employment tribunal‚ where here they will investigate your case and if you win the case you may be in tilted to compensation. Constructive dismissal- constructive dismissal is when your employer breaches your contract and you resign as an act to this. Such
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1 .Identify and explain five reasons for dismissal that would be considered ‘fair’ according to current legal definitions . Misconduct : Employee have broken one or more of the terms of their employment‚ e.g.: Continually missing work ‚ poor discipline ‚ theft or dishonesty. Redundancy : This means there’s no more‚ or not enough work for employee. It might occur if: employer closes or restructures ‚employer relocates ‚employer needs fewer workers . Incapability : This means that employee can’t
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Vicky Mitchell Hum-111 Option 2: Write a 350- to 700-word paper in which you identify a situation in your life‚ or in the life of someone you know‚ that is distressing to you. Examples of situations could include working for an unfair boss‚ having a fear of being laid off‚ considering ending an unhappy relationship‚ experiencing behavior problems with children‚ or being on academic probation. Use the following questions to develop your paper: Is this situation a problem or an issue? Describe
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Journal of Management http://jom.sagepub.com/ Causes and Effects of Employee Downsizing: A Review and Synthesis Deepak K. Datta‚ James P. Guthrie‚ Dynah Basuil and Alankrita Pandey Journal of Management 2010 36: 281 DOI: 10.1177/0149206309346735 The online version of this article can be found at: http://jom.sagepub.com/content/36/1/281 Published by: http://www.sagepublications.com On behalf of: Southern Management Association Additional services and information for Journal of Management
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discharge. However‚ I think a compromise can be reached with the employee and we can accommodate their religious needs. Constructive discharge falls under the Title VII Civil Rights Act of 1964 which is a federal law that prohibits discrimination in employment on the basis of sex‚ race‚ color‚ national origin and religion. The religion portion is what pertains to our current situation. Title VII requires an employer to reasonably accommodate the religious practices of an employee or prospective employee
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is excited about your joining and looks forward to a beneficial and productive relationship. Nevertheless‚ you should be aware that your employment with the Company is for no specified period and constitutes at-will employment. As a result‚ you are free to resign at any time‚ for any reason or for no reason. Similarly‚ the Company is free to conclude its employment relationship with you at any time‚ with or without cause‚ and with or without notice. We request that‚ in the event of resignation‚ you
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