Business Law Letter Of Termination In Public Law

and written implied employment contact and violated public policy by placing the Plaintiff on an administrative leave and terminated access to the workplace on April 18, 2017. Formal notice was not given to the Plaintiff until restraining order was served on April 26, 2017, and then again a letter of termination on June 21, 2017. SEE EXHIBIT â€Å"4† – RESTRAINING ORDER PAPER. SEE EXHIBIT â€Å"5† Letter Return Equipment / Letter of Termination. This was not at the Plaintiffs will and was in retaliation for his anonymous confidential letter of complaint and reports regarding events and practices that created unsafe working conditions, harassment, and discrimination under immediate supervision of department manager, Anthony Lamonea, Senior†¦show more content†¦The intermediate supervisor acknowledged verbally to the Plaintiff, and Lamonea said, â€Å"What about that letter?† However, Plaintiff learned by the actions of retaliation by Charter Comm unications, the retaliation against the Plaintiff occurred on the same day that the anonymous confidential letter of complaint was filed on February 26, 2016, which the Plaintiffs company vehicle privileges were suspended by his supervisor. SEE EXHIBIT â€Å"10† Supervisor Takes Away Company Vehicle Email. In a formal email, Charter Communications made a decision on March 1, 2016, to officially suspend the Plaintiffs company vehicle privileges. SEE EXHIBIT â€Å"7† Email of Company Vehicle Officially Suspended by Company. Also, on March 3, 2016, the Plaintiff was verbally told by Lamonea, he was not permitted to carpool with his coworker anymore, James Boudreaux, Cablecaster, a Caucasian male. James continued to be permitted to drive the company vehicle past April 15, 2016. SEE EXHIBIT â€Å"11† Can Cannot Carpooling Emails. 12. Charter Communications, and each of them, and their agents and employees, engaged in a continuous course of harassment, intimidation, hostility, and retaliation against Plaintiff because of his anonymous confidential letter of complaint, continuedShow MoreRelatedLegislative Process And Healthcare Lobbying1681 Words   |  7 Pagesthere is a result and in remembrance of Newton’s Third Law â€Å"For every action, there is an equal and opposite reaction†, we can all agree that this proves very true when it comes to legislature. 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Company Analysis of NIKE 2014 - 3326 Words

NIKE COMPANY ANALYSIS Word count: 2856 Table of Contents INTRODUCTION/ COMPANY BACKGROUND This report examines NIKE Inc. one of the leading sports brand in the world. It uses business analysis techniques such as SWOT, PESTEL, Porter’s five forces, and Ratio analysis to analyse the business environment and performance of this company. NIKE Inc. is one of the world’s biggest sporting brand based in Oregon USA. Founded in 1968, NIKE is the world’s biggest designer marketer and seller of athletic footwear, sports equipment, apparel, accessories and services, by sales revenue of $21.5 billion in 2012 (NIKE, 2013). With 48000 employees, NIKE’s operation cuts across different regions in the world†¦show more content†¦This implies that the revenue of NIKE can increased, or there could be reduction in the cost of manufacturing due to better technology. To maintain competitive advantage the company need to constantly understand the technological factors that affect them. Environmental Business operations of firms such as NIKE can have huge impact on the environment. Factors such as climate change, waste management, water management, and use of hazardous chemicals are all environmental impact areas the company has identified. NIKE highlights its commitment to reducing the impact of the company’s operations through understanding how related these factors are, and how a coordinated approach in the design of its product and processes can mitigate the impact on the environment, and on their business. Legal The judicial system, consumer rights, trade treaties, and ethical codes are all legal factors that affect NIKE. Constant understanding of laws and regulations is imperative to avoid serious legal implication for the company. Gotham (2013) highlights that one serious legal related issue NIKE needs to constantly deal with is the issue of counterfeit product. Ensuring that fake NIKE products are not wide spread is necessary to keep the NIKE reputation, and avoid lawsuits that can increase the legal cost of the company. Furthermore, keeping ethical standards is very vital in protecting the NIKEShow MoreRelatedEnvironmental Scan Paper1535 Words   |  7 PagesNovember 17, 2014 Environmental Scan The concept of environmental scanning is important because of the short term and long term success of a company. This tool helps companies scan, monitor, evaluate, and forecast the internal and external parts of the company. In order to obtain an accurate assessment of the internal and external variables of a company, the business managers would have to use a SWOT analysis to develop awareness to different of the company. For example, the company could want toRead MoreNike : The World s Most Successful Sportswear Industry1247 Words   |  5 PagesMiu Kataoka, Spencer Kim Cody Miyasato Principle of Finance – BUS 305 NIKE, Inc. 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Practice Midterm Exam (Statistics) Free Essays

AMS572. 01 Practice Midterm Exam Fall, 2007 Instructions: This is a close book exam. Anyone who cheats in the exam shall receive a grade of F. We will write a custom essay sample on Practice Midterm Exam (Statistics) or any similar topic only for you Order Now Please provide complete solutions for full credit. Good luck! 1 (for all students in class). In a study of hypnotic suggestion, 5 male volunteers participated in a two-phase experimental session. In the first phase, respiration was measured while the subject was awake and at rest. In the second phase, the subject was told to imagine that he was performing muscular work, and respiration was measured again. Hypnosis was induced between the first and second phases; thus, the suggestion to imagine muscular work was â€Å"hypnotic suggestion† for these subjects. The accompanying table shows the measurements of total ventilation (liters of air per minute per square meter of body area) for all 5 subjects. Experimental Group | |Subject |Rest |Work | |1 |6 |6 | |2 |7 |9 | |3 |8 |9 | |4 |7 |10 | |5 |6 |7 | (1) Use suitable test to investigate whether there is any difference between the two experimental phases in terms of total ventilation. Please state the assumption(s) of the test and report the p-value. At the significance level of 0. 05, what is your conclusion? (2) Please write up the entire SAS program necessary to answer questions raised in (a). Please include the data step as well as tests for testing for various assumptions. Solution: (1) Assume that the difference [pic]is normal. [pic] and [pic] The hypotheses are [pic] v. s [pic]. The test statistic is [pic] Since [pic] and [pic], we can not reject [pic] at [pic]. [pic] (2) The SAS code is as follows: data hypnosis; input subject rest work @@; iff=work-rest; datalines; 1 6 6 2 7 9 3 8 9 4 7 10 5 6 7 ; run; proc univariate data=hypnosis normal; var diff; run; 2 (for all students in class). John Pauzke, president of Cereals Unlimited, Inc. , wants to be very certain that the mean weight ? of packages satisfies the package label weight of 16 ounces. The packages are filled by a machine that is set to fill each package to a specified weight. However, the machine has random variability measured by ? 2. John would like to have strong evidence that the mean package weight is above 16 ounces. George Williams, quality control manager, advises him to examine a random sample of 25 packages of cereal. From his past experience, George knew that the weight of the cereal packages follows a normal distribution with standard deviation 0. 4 ounce. At the significance level ? =. 05, (1) What is the decision rule (rejection region) in terms of the sample mean [pic]? Please derive the general formula using the concept of Type I error rate. (2) What is the power of the test when ? =16. 2 ounces? Please derive the general formula for power calculation first. 3) What is the sample size necessary to ensure a power of 80% when ? =16. 2 ounces? Please derive the general formula for sample size calculation based on the Type I and II error rates first. Solution: (1) [pic] [pic]. [pic]. [pic]. [pic] Hence, the rejection region is [pic]. (2) [pic] [pic] (3) [pic] [pic][pic]. [pic] Hence, about 25 packages of cereal should be sampled to achieve a power of 80% when (=16. 2 ounces. 3a (for all exc ept AMS PhD students). Inference on one population mean when the population is normal, and the population variance is known. Let [pic], be a random sample from the given normal population. Please prove that 1) [pic]. 2) [pic]. Solution: (1) [pic] Thus, [pic] (2) [pic] Thus, [pic] 3b (for AMS PhD students ONLY). For a random sample from any population for which the mean and variance exist. Please prove that 1) The sample mean and sample variance are unbiased estimators of the population mean and variance respectively. 2) When the population is normal, we have learned that the sample mean and the sample variance, are indeed, independent. Please prove this for n = 2. That is, for a random sample of size 2 only. Solution: (1) [pic] [pic] (2) When n=2, [pic], [pic] If we can show that [pic] and [pic] are independent, then [pic]and [pic]are independent. This can be done easily using the mgf technique: [pic] 4 (extra credit for all). An expert witness in a paternity suit testifies that the length (in days) of pregnancy (that is, the time from impregnation to the delivery of the child) is approximately normally distributed with parameter [pic] and [pic]. The defendant in the suit is able to prove that he was out of the country during a period that began 290 days before the birth of the child and ended 240 days before the birth. If the defendant was, in fact, the father of the child, what is the probability that the mother could have had the very long or very short pregnancy indicated by the testimony? Solution:let [pic]~[pic] and [pic]~[pic] [pic](the woman had a very long or very short pregnancy) [pic] [pic] Happy Halloween! How to cite Practice Midterm Exam (Statistics), Papers

People Management Commitment to Environmental

Question: Discuss about the People Management Commitment to Environmental. Answer: Introduction Sustainability is one of the important concepts in achieving distinguished status. A company that is following sustainability at workplace shows distinguished performance when compared to the other organizations. Sustainable activities provide a high yield through remarkable performance guiding in developing business strategy. These activities are well-coordinated to develop an integrated business environment (Need.2006). It is not an add-on but a vital part for a company to succeed. The human resource function is responsible for managing the people in an organization. HR personnel play an important role in managing sustainability. HR role is to imbibe sustainability in whole business processes to increase productivity. His role in sustainability is changing at a rapid speed. There function includes uniquely positioning the implementation and sustainable strategy within an organization. 82% of the HR executives believe that sustainability has a positive impact on the corporate profit s. There is a need to cultivate a positive technology to align HR process with the goals of the organization. However it is easy to incorporate sustainability planning in a well-established business organization but at times it is difficult to implement it in a newly established organization. The main purpose of introducing sustainability in HR is to improve workforce lifecycle (Kazlauskaite Buciuniene, 2008). HR role in developing strategy and advancing sustainability It is essential for an organization to develop a sustainable strategy in every business function. The HR function is to formulate the plan in order to achieve environmental and social goals. It is the duty of the HR to balance the objectives with the given traditions to match the financial performance. The HR function includes serving as a partner while determining the requirements to develop corporate strategy for an organization (Boudreau Ramstad, 2005). Moreover a HR has to ensure that the employees implement the strategy in consistent with the organization. Sustainable human resource management is an important concept used by the HR to create a healthy environment at the workplace while motivating the employees about the organization needs (Ehnert Harry, 2012). A HR has a duty to encourage the employees through a comprehensive training program, assisting employees I finding an appropriate process to access different activities, designing the companys HRM structure in order to p romote equity and well-being and lastly contributing towards long-term employment security in order to avoid disruption (Dao, Langella Carbo, 2011). Sustainable HRM is about taking responsibility of the HR function in an organization. Modern organizations are driven by sustainability consideration. The HR function has to consider various factors to raise its own decision. The HR manager has to enable sustainability by building healthy relationship with the stakeholders. Sustainability has become an indispensable part in an organization. It is the duty of the HR manager to ensure sustainability and develop a strong mechanism in order to strengthen the internal process (Inyang, Awa Enuoh, 2011). Research has indicated that sustainable HRM contributes toward simulating economic, environmental and social goals. It is well reported that HR functions like selection, communicating, training and reward function can only be achieved if sustainability is achieved. The term green HRM is emerging in the society which clearly mentions the necessity of sustainability at workplace. They are using creative measures to reduce the total amount of wastage occurring in the whole process. Sustainable HRM is critical for the employee engagement and motivating tem to increase the overall yield. Top level encouragement is necessary to motivate the employees. Adopting sustainable development as an approach gives a positive message about the organization. This help in increasing the pool of qualified workers (Ehnert, Harry Zink, 2013). This will reduce the overall training cost given to the employees and enhance a better financial bottom. The role of sustainable HRM is to achieve the goals in order to examine trust and clarity for achieving social sustainability. This will help the company to address wider problems in the society. This will help in ensuring external rights, safety measures and mage high labor standards. HR can use the roadmap to make contribution towards the sustainability. The HR managers should use the international standards to frame the policies at the workplace in order to align them properly (Taylor, Egri O sland, 2010). Recommendations It is suggested that the HR manager should keep a proper file of each employee including all information. All the necessary forms related to the employment need to be kept carefully by the HR in order to manage the information. This should include the information related the staff of the first hospital at the lower, middle and senior level. He should check whether the employees had signed every document carefully or not. The HR manger should not miss even the minute information. The information mentioned in the form should be cross verified in order to check veracity (Mariappanadar, 2012). Develop a revised employee handbook It is advised to develop an employee handbook that mentions information about the employee. It includes the information related to Hospitals policies, procedures and benefits. The outline related to human resource practices need to be mentioned explaining the expectation. The content of the handbook depends upon the size of the hospital. It is the responsibility of the management to review the handbook timely in order to check that the information it contain is proper and updated. The management needs to ensure that every employee has the handbook so that they have information about the hospital culture (Mandip, 2012). The duties of each employee need to be given in the job description. The employer and the employee should have a copy of the job description and it needs to be signed by the employee. The job description is an important part of HR process which includes hiring, orientation and performance management. The job description describes the duty of every individual; it is recommended that the HR manager should review the job description which depends upon the performance evaluation (Ehnert, 2006). Proper interview/hiring process and training procedure There is a necessity to develop a proper hiring process to ensure that the best people are selected. The HR manager should ensure that the qualified employees need to be chosen while hiring the staff. The interviewer should have proper knowledge in order to imply his knowledge carefully. Behavioral interviewing skills are important for hiring qualified staff. The interviewer must be able to retrieve information related to the employees skills and past experience. The interviewer must be properly trained as they represent the organization. Proper training in advance helps in providing better information to the interviewee. This is necessary for an organization to provide ample of information in advance. Training process is an integral process of HRM. Training employees help in communicating ethos of the organization. Revise the performance evaluation program There should be an excellent performance evaluation process to create a win-win situation. Employees need to be given feedback on their performance. Positive feedback will motivate them to perform nicely. The HR manager needs to stay in touch with the employee to provide them with a positive feedback (Sharma, Sharma Devi, 2011). It is necessary to understand that employer should evaluate the overall performance of the employee. It can be a difficult task to evaluate the performance of the employees. Conducting employee evaluation helps in improving the performance of the individual employee this will leads to overall improvement. A HR is a link who works as an efficient force in between the organization and the employees (App, Merk Bttgen, 2012). Corporate Strategy It is essential for HR to see the impact on the sustainability programs in a way it motivates the people working in the organization. This will help in managing the overall sustainability strategy of the organization. Creating a managing an effective sustainability will help the organization to bring consideration. The corporate strategy must deliver the ethos of the organization while including each function. This will help in developing strong HR policies and create a sustainable environment in the organization. Modern organizations are very complex in nature which is difficult to be understood. The whole world has become a global hub where people interact to each other. The world business is working in co-ordination with each other in order to provide systematic solution to the organization. Modern business organizations work under cut-throat competition and it has become important for them to perform well. Sustaining in the global competitive environment has become a difficult fo r the multinational companies. It is necessary to keep a specialized competitive advantage in order to outperform. The requirements related to recruitment depend upon the market. They completely depend upon the future strategies of the organization. Corporate strategies of the company help in determining the future recruitment trends (Bratton Gold, 2012). Employee motivation and appraisal Appraisal programmes are one of the most important ways of motivating the employees. The performance appraisal plays an important role which will help in developing the training and development programme. Induction programme is important for the organization to motivate the employees in a positive direction. It helps in achievement of goals led by the individual and the organization. Motivated employees help in enhancing the overall productivity whereas organizations that do not run motivational programme at workplace fails to perform. A friendly and flexible environment at the workplace helps in attaining high degree of satisfaction. Organizational leverage sustainability Todays organizations need to make strict decision related to business to justify expenditure. It is difficult to determine ROI for sustainable related activities. It is not an easy task for the organizations to find outcomes based on measurement tools. Sustainability is a persistent practice carried in the organizations to achieve the desired results strategically. It will be difficult for an organization to achieve sustainable outcome without the support of the executive machinery. It is necessary for executive-level employees to achieve sustainability. Organizations can leverage sustainability to attract business in order to engage employees at every level. Demands of people are changing everyday and the role of HR is becoming Vital for the growth of the organization (Kramar, 2014). There is a need of a strategic approach to incorporate a performance culture in the organization. Performance can only be attained if every function of the organization works in coordination which will result in an enhanced productivity. A HR has to build a time based strategy to ensure flexibility to the employees so that they can feel free to interact. Information based strategy helps in sharing information through intranet. Communication is important for an organization to sustain. It is necessary to build a comprehensive communication structure in order to communicate at different level. It is the duty of the HRM department to create the Business Case and to Impact the Bottom Line. The HR should make contribution towards corporate sustainability in order to make a positive difference in the working of the organization. It is recommended that the HR manager need to improve the workforce cycle which includes recruiting hiring, training, evaluation, promotion, career development and retention of top talent. Attaining high level efficiency is important to attain productivity and profits. It is necessary to enable organizational ethos while enabling changes. This will provide a strong brand name and gives a competitive advantage (Allen Wright, 2006). Conclusion The emerging concept of sustainable HRM has evolved in recent time that has helped in providing strong implication. It is the duty of the HR to support the development and implementation of the corporate sustainability strategy at the corporate level. HR contribution is essential for the sustainable strategy implication. It helps is adding value to the organization and develops a synchronized structure. HRM needs to provide HR solution in order to achieve the desired result. Sustainability is an interesting approach to carry out the business function in order to align the business function. This is one of the important approaches to adopt an iterative process. These policies help in keeping a track over the business activity. HR process has a duty to achieve a sustainable performance in order to achieve desired result. The policies help in keeping a track over the activities happening in the organization. References Allen, M. R., Wright, P. M. (2006). Strategic management and HRM.CAHRS Working Paper Series, 404. App, S., Merk, J., Bttgen, M. (2012). Employer branding: Sustainable HRM as a competitive advantage in the market for high-quality employees.Management revue, 262-278. Boudreau, J.W. Ramstad, P.M.,( 2005). Talentship, talent segmentation, and sustainability: A new HR decision science paradigm for a new strategy definition.Human Resource Management,44(2), pp.129-136. Bratton, J., Gold, J. (2012).Human resource management: theory and practice. Palgrave Macmillan. Dao, V., Langella, I., Carbo, J. (2011). From green to sustainability: Information Technology and an integrated sustainability framework.The Journal of Strategic Information Systems,20(1), 63-79. Ehnert, I. Harry, W., (2012). Recent developments and future prospects on sustainable human resource management: introduction to the special issue.Management revue, pp.221-238. Ehnert, I., Harry, W., Zink, K. J. (Eds.). (2013).Sustainability and human resource management: Developing sustainable business organizations. Springer Science Business Media. Ehnert, I. (2006, March). Sustainability Issues in Human Resource Management: Linkages, theoretical approaches, and outlines for an emerging field. In21st EIASM Workshop on SHRM(pp. 30-31). Inyang, B. J., Awa, H. O., Enuoh, R. O. (2011). CSR-HRM nexus: Defining the role engagement of the human resources professionals.International Journal of Business and Social Science,2(5), 118-126. Kazlauskaite, R., Buciuniene, I. (2008). The role of human resources and their management in the establishment of sustainable competitive advantage.Inzinerine Ekonomika-Engineering Economics,5(60), 78-84. Kramar, R. (2014). Beyond strategic human resource management: is sustainable human resource management the next approach?.The International Journal of Human Resource Management,25(8), 1069-1089. Mandip, G. (2012). Green HRM: People management commitment to environmental sustainability.Research Journal of Recent Sciences. Mariappanadar, S. (2012). Harm of efficiency oriented HRM practices on stakeholders: An ethical issue for sustainability.Society and Business Review,7(2), 168-184. Need, W. C. D. H. P. (2006). Human resource management: Gaining a competitive advantage. Sharma, S., Sharma, J., Devi, A. (2011). Corporate social responsibility: the key role of human resources management.Human Resource Management: Issues, Challenges and Opportunities,9. Taylor, S., Egri, C., Osland, J. (2010). HRMs Role in Sustainability: Systems, Strategies, and Practices.Human Resources Management Call for Papers. Cohen, E., Taylor, S., Muller-Carmen, M. (2010).(IMAGE). HRs role in corporate social responsibility and sustainability.SHRM Foundation, Alexandria. Retrieved from: https://www.shrm.org/about/foundation/products/Documents/CSR%20Exec%20Briefing-%20FINAL.pdf (Accessed on 22 December 2016)