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- All 8 employees of a company showed up for work on Monday morning to find the building locked and a sign on the door stating that the company is out of business. Attempts to contact the owner are unsuccessful and the employees make a complaint to the Labour Standards Board about their unpaid wages. Will the employees get any compensation? Why or why not?Employee Absence Joan, an employee of Great American Market, was warned about her excessive absenteeism several times, both verbally and in writing. The written warning included notice that "further violations will result in disciplinary actions," including suspension or discharge. A short time after the written warning was issued, Joan called work to say she was not going to be in because her babysitter had called in sick and she had to stay home and care for her young child. Joan's supervisor, Sylvia, told her that she had already exceeded the allowed number of absences and warned that if she did not report to work, she could be suspended. When Joan did not report for her shift, Sylvia suspended her for fifteen days. In a subsequent hearing, Joan argued that it was not her fault that the babysitter had cancelled, and protested that she had no other choice but to stay home. Sylvia pointed out that Joan had not made a good-faith effort to find an alternate babysitter, nor had she tried…Employee Absence Joan, an employee of Great American Market, was warned about her excessive absenteeism several times, both verbally and in writing. The written warning included notice that "further violations will result in disciplinary actions," including suspension or discharge. A short time after the written warning was issued, Joan called work to say she was not going to be in because her babysitter had called in sick and she had to stay home and care for her young child. Joan's supervisor, Sylvia, told her that she had already exceeded the allowed number of absences and warned that if she did not report to work, she could be suspended. When Joan did not report for her shift, Sylvia suspended her for fifteen days. In a subsequent hearing, Joan argued that it was not her fault that the babysitter had cancelled, and protested that she had no other choice but to stay home. Sylvia pointed out that Joan had not made a good-faith effort to find an alternate babysitter, nor had she tried…
- Employee Absence Joan, an employee of Great American Market, was warned about her excessive absenteeism several times, both verbally and in writing. The written warning included notice that "further violations will result in disciplinary actions," including suspension or discharge. A short time after the written warning was issued, Joan called work to say she was not going to be in because her babysitter had called in sick and she had to stay home and care for her young child. Joan's supervisor, Sylvia, told her that she had already exceeded the allowed number of absences and warned that if she did not report to work, she could be suspended. When Joan did not report for her shift, Sylvia suspended her for fifteen days. In a subsequent hearing, Joan argued that it was not her fault that the babysitter had cancelled, and protested that she had no other choice but to stay home. Sylvia pointed out that Joan had not made a good-faith effort to find an alternate babysitter, nor had she tried…Employee Absence Joan, an employee of Great American Market, was warned about her excessive absenteeism several times, both verbally and in writing. The written warning included notice that "further violations will result in disciplinary actions," including suspension or discharge. A short time after the written warning was issued, Joan called work to say she was not going to be in because her babysitter had called in sick and she had to stay home and care for her young child. Joan's supervisor, Sylvia, told her that she had already exceeded the allowed number of absences and warned that if she did not report to work, she could be suspended. When Joan did not report for her shift, Sylvia suspended her for fifteen days. In a subsequent hearing, Joan argued that it was not her fault that the babysitter had cancelled, and protested that she had no other choice but to stay home. Sylvia pointed out that Joan had not made a good-faith effort to find an alternate babysitter, nor had she tried…Employee Absence Joan, an employee of Great American Market, was warned about her excessive absenteeism several times, both verbally and in writing. The written warning included notice that "further violations will result in disciplinary actions," including suspension or discharge. A short time after the written warning was issued, Joan called work to say she was not going to be in because her babysitter had called in sick and she had to stay home and care for her young child. Joan's supervisor, Sylvia, told her that she had already exceeded the allowed number of absences and warned that if she did not report to work, she could be suspended. When Joan did not report for her shift, Sylvia suspended her for fifteen days. In a subsequent hearing, Joan argued that it was not her fault that the babysitter had cancelled, and protested that she had no other choice but to stay home. Sylvia pointed out that Joan had not made a good-faith effort to find an alternate babysitter, nor had she tried…
- 12. Substantial Performance requires: a) good faith performance. b) performance similar to that promised. c) performance resulting in similar benefits to those promsed. d) all of the aboveCritically analyse the instances in which an employer can dismiss striking employees. Evaluate the fairness of this in your opinion. Focus and formulate your answer under the following headings: • Introduction • Dismissal for taking part in an unprotected strike • Dismissal for misconduct during a strike • Dismissal of strikers based on the employer’s operational requirements • ConclusionSelect the correct answer and explain why it is correct. What might the labour board consider if the employer has undertaken a transfer of assets? a. The location of the transferred entity. b. The price associated with a transfer. c. Whether the new management had experience with unions. d. The loyalty of the employees during the transfer.
- 1. Need a self-explanatory analysis of the following case of Teacher who died as a result of injuries sustained on a picnic. Also include personal thoughts on the case. Workers' Compensation Ronald Wayne Smith was employed by Modesto High School as a temporary math instructor. In addition, he coached the girls' baseball and basketball teams. The contract under which he was employed stated that he "may be required to devote a reasonable amount of time to other duties" in addition to instructional duties. The teachers in the school system were evaluated once a year regarding both instructional duties and non instructional duties, including "sponsorship or the supervision of out-of-classroom student activities." The high school's math club holds an annual end-of-year outing. A picnic was scheduled to be held at the Modesto Reservoir. The students invited their math teachers, including Smith, to attend. The food was paid for by math club members' dues. Smith attended the picnic with…Mary and Sue both work in the same department. Mary believes that Sue is being paid considerably more than she is. In fact, both employees are being paid about the same amount. Mary complains to her boss and the compensation manager and wants a pay raise. What should the compensation manager say, assuming the firm follows the policy of not revealing the pay of individual employees? Should Mary be told the amount of Sue’s pay? Or, should Mary only be told that there is a “misunderstanding’ and that her believe is incorrect? Or, should some other approach be taken?Choices: For the Employer, For the worker/employee, or for another person. 1. Comply with occupational safety and health standards including training, medical examination, and where the necessary provision of protective and safety devices. 2. Comply with the provision of this R.A. 110591 and in any regulations issued by the secretary of labor and employment. 3. Provide where necessary, for measure to deal with emergencies and accidents including first aid arrangements.