Free Essay

Hrm Wk 2

In: Business and Management

Submitted By GOOMAN
Words 1176
Pages 5
Wk 2 Study:
Social Media Policies, Concerted Activity and HR Management

MGMT410 Human Resource Management

1.) Ethically, and in the spirit capitalism, few should question the right of an employer to discipline an employee who used Facebook, Twitter or other social media to complain about his employer, employer's business practices or to make disparaging comments about his supervisor or co-workers. As an employee, you represent your place of employment. Typically, there are routes to pursue complaints. If not, then it is just a matter of being an adult and discussing the issue to come to a reasonable conclusion.
In this case, we will look at an unfair labor practice (ULP) charge filed by the National Labor Relations Board (NLRB) in October of 2010. American Medical Response (AMR), an ambulance service in Connecticut, fired an employee for posting deprecating comments about her supervisor on Facebook. Other employees joined in the conversation and added comments of their own. The NLRB alleged that the employee's comments were protected "concerted activity" under the National Labor Relations Act (NLRA)

Section 7 of the NLRA states:
"Employees shall have the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection, and shall also have the right to refrain from any or all such activities . . . . "

and that the company's social media policy, which did prohibit employees from making disparaging comments about the company, supervisors and co-employees, was too broad.
Additionally, the union submitted a section 8 for denying an employee union representation, discharging an employee without Union representation, maintaining a standards-of-conduct policy, maintaining a blogging and internet posting policy, and maintaining a solicitation policy. This all stemmed from an on the job incident. (Advice Memorandum)
The case settled before making any administrative or judicial ruling.

2.) I agree and disagree with the argument presented. I tend to agree with the fact that supervision denied an employee the right to representation. Had this representation been granted, the supervisor would have the statement that he desired, or that was common practice. As a matter of fact, the employee may have found that providing a statement, would have cleared her of any wrong doing. Brevity of the eventual statement ultimately leads AMR to believe more in the charges than the employee. I can understand not wanting to provide a statement. It states in the Advice Memorandum that disciplinary action usually followed written statements. I disagree with the argument that the Facebook rant was a concerted activity. First, this was posted on a personal page and not on the union page (if existing). Looking at the content of the posts, there is absolutely no organization concerning union, bargaining, aid, or official union counsel. I further contest that the Internet posting policy is too broad. It clearly states, “Employees are prohibited from making disparaging, discriminatory or defamatory comments when discussing the Company or the employee’s superiors, co-workers and/or competitors.” (Advise Memorandum) Moreover, this “blogging” was only a small portion of the termination reasons. The rest of the cited reasoning was due to lack of professionalism. 3.) Since this case was settled and did not go to court, it will be unreasonably presumed that AMR was wrong on all accounts. Employees that will feel empowered against current supervision should everyone remain in their current positions. The relationship does not appear to have been very strong in the beginning as the Supervisor seemed to be absent for some reason. Facebook comments lead me to believe that few employees were satisfied with current leadership. This situation will only get worse if reorganization does not take place. 4.) On the plus side, I would have AMR address their HRM and lawyers for an exhaustive review of the company and employee policies along with researching and fostering a proper union relationship. Restructuring of the work shifts is a minimal action that must take place—taking caution as not to present a perception of punishment. I would also advise that AMR to provide remedial training for employees concerning the treatment and interaction with customers and associated partner agencies. Alongside of this training, AMR should create an On-the-Job module to guide proper company procedures for work documentation. Although this is coming to fruition with one case, there may be an underlying lack of proficiency amongst all employees. Complacency is evident with the team cited in the documentation and therefore is potentially a sample of other teams. There may be a fermentation of “this is how I do it” rather than “this is proper procedure”. AMR must install some form of review process in place for all organizational operations. Specifically addressing social media, I feel that policy is very appropriate. As stated, an employee is an ambassador to the company. The last thing a business owner wants is negative publicity. Unfortunately, if the public views a member in an AMR uniform they instantly view that impression as the company in aggregate. Even with just the knowledge of an individual being an employee could sway the perception of the organization as a whole. The second reason for keeping and clarifying a social media policy would be the company’s and union’s venues for solving internal issues. Everything should be held to the proper channels. There is policy outlining the way to highlight and correct issues and affairs within the professional realm and scope of the relationship. As I feel that the policy for AMR is enough for a reasonable person to distinguish proper and improper social media etiquette, I would probably “dumb down” the policy and attempt to cover as many specific points as possible. Here is where I would start. When remarking on company or company related topics in social media channels, employees are required to: a. Employees may reference organizational policies when those policies are publicly available on the Internet. Furthermore, they must include a link to that policy in their release, so long as they can do so without giving up their legal rights to engage in protected concerted activities under the NLRA. b. If an employee shares an opinion about company policy, they must provide a disclaimer acknowledging that their personal opinion does not necessarily reflect the opinion of their employer. c. Without giving up legal rights under the NLRA, employees may not use social media to evaluate the performance of co-workers, supervisors, employers, unions, business partners or vendors. d. Without giving up legal rights under the NLRA, employees may not use social media to condemn or complain about the behavior or actions of a customer. Complaint and Notice of hearing. Case No. 34-CA-12576. Filed 19 Jan 2010. Served 27 Oct 2010. http://www.scribd.com/doc/41010696/American-Medical-Response-of-CT-NLRB-Nov-2010 NLRB Advice Memorandum. Case No. 34-CA-12576. Filed 5 Oct 2010. http://www.scribd.com/doc/66219433/American-Medical-Response-of-Connecticut-GC-Advice-Memo-NLRB-2010

Similar Documents

Premium Essay

Hrm Wk 2

...Union and Labor Laws Timothy Cruz HRM 531 May 20, 2013 Union and Labor Laws The San Diego YMCA is a regional branch of the name YMCA. The YMCA can be found around the world with different departments that best fit the communities’ needs. The Border View YMCA main source of revenue through clientele is the childcare department. The Border View has a fitness center and sports program for children, however the prominent department is the childcare division. This company faces multiple legal issues in a daily basis. Important the veteran workers, retirement is suppose to be required for full-time employees who wish to seek this option. According to the Department of Labor (2011), the Employee Retirement Income Security Act (ERISA) sets standards for employers ensuring that employee benefit plans are established and maintained in a fair and financially sound manner (para. 4). This company chooses to employ mainly part-time employees, however the select few who are full-time employees must be given the option of a retirement. To avoid these implications would be to advise employee both full-time and part-time of the companies retirement plan. This can inform people who it applies to or just the people who are interested for the future. In addition, any changes in these laws and retirement should be a topic to discuss at required meetings to prevent any future confusion and to keep the YMCA a reputable employer. This California Child...

Words: 740 - Pages: 3

Premium Essay

Hrm 500 Wk 6 Assignment 2 Organizational Structure

...HRM 500 WK 6 ASSIGNMENT 2 ORGANIZATIONAL STRUCTURE To purchase this visit here: http://www.activitymode.com/product/hrm-500-wk-6-assignment-2-organizational-structure/ Contact us at: SUPPORT@ACTIVITYMODE.COM HRM 500 WK 6 ASSIGNMENT 2 ORGANIZATIONAL STRUCTURE HRM 500 WK 6 Assignment 2 - Organizational Structure To achieve high-quality performance, organizations have to match job requirements with people. A job analysis is used to acquire detailed information about jobs. In addition, the job analysis is critical in determining the selection of qualified candidates, the design of a job, staffing and training needs, performance appraisals, and compensation. Write a six to eight (6-8) page paper in which you: 1.Analyze three (3) elements of a job analysis, and discuss its significance to the hiring and employee development aspects of human resource management. 2.Describe the importance of the position analysis and questionnaire (PAQ). Propose two (2) ways that the results of a PAQ can be used by human resource managers for work redesign of a customer service job to make it more efficient and to improve quality. 3.Develop two (2) strategies that a human resource professional can use in the selection of qualified applicants for a customer service position based on the Fleishman Job Analysis System. 4.Consider the job of a customer service representative who handles consumer inquiries for a company that sells items online and by catalog. Examine two (2) challenges of designing...

Words: 837 - Pages: 4

Free Essay

Hrm 543 Wk 2 Interoffice Memo

...termination,” or “unjust dismissal.” Therefore, to ensure that workplace policies do not wrongfully discriminate against any employees, and do not fall under other exceptions, Cost Club Stores must also beware of situations in which our policies or actions in a particular termination can form the basis for unjust dismissal (Bennett-Alexander, Hartman, 2007). The GM for the Anderson Cost Club store made a cost cutting decision on terminating employees. However, he was incorrect about there being no restrictions to the right to fire people. There are state and federal laws which prohibit employers from firing people due to race, religion, disability, and age. The GM did not fire employees based on any of these restrictions. Email Message 2: Regional CEO’s question about reducing employee cost A contingent worker is one whose job with an employer is temporary and differs from the normal part time/full time...

Words: 1666 - Pages: 7

Free Essay

Hrm 500 Wk 10 Assignment 4

...HRM 500 WK 10 ASSIGNMENT 4 To purchase this visit here: http://www.activitymode.com/product/hrm-500-wk-10-assignment-4/ Contact us at: SUPPORT@ACTIVITYMODE.COM HRM 500 WK 10 ASSIGNMENT 4 HRM 500 WK 10 Assignment 4 - Recognizing Employee Contributions Assume that you are the HR Manager at a university. You want to create a way to recognize employee contributions in the Admissions Office. Determining the methods to motivate employees to enroll new students has been challenging. However, you are now being pressured by top management to reach admission goals. Employee participation in pay-related decisions could be part of a general move toward employee empowerment. Employees have hands-on knowledge about the kinds of behavior that can help the organization to perform well. Consider ways that you would attempt to meet the admission goals. Create a PowerPoint presentation with fifteen to twenty (15-20) slides in which you: 1.As the HR manager, propose two (2) methods that you will use to determine incentive pay. Explain if the rewards are tailored towards individual, group, and / or company performance. Explain how you as the HR manager will create an incentive pay program that will motivate employees. 2.The balanced-score card approach is useful in designing executive pay. Propose three (3) measures the HR manager can use to assess shareholder value, customer value, and employee value. 3.As the HR manager, analyze two (2) difficulties in creating a benefits package...

Words: 857 - Pages: 4

Free Essay

Hrm 500 Wk 3 Assignment 1 Trends in the Workplace

...HRM 500 WK 3 ASSIGNMENT 1 TRENDS IN THE WORKPLACE To purchase this visit here: http://www.activitymode.com/product/hrm-500-wk-3-assignment-1-trends-in-the-workplace/ Contact us at: SUPPORT@ACTIVITYMODE.COM HRM 500 WK 3 ASSIGNMENT 1 TRENDS IN THE WORKPLACE HRM 500 WK 3 Assignment 1 - Trends in the Workplace Imagine that you are the human resource manager for a small manufacturing company. You decide to invest in a materials resource planning (MRP) system. This is a computerized information system that improves efficiency by automating such work as planning needs for resources, ordering materials, and scheduling work on the shop floor. As the human resource manager you hope that with the new MRP system, the company can grow quickly and efficiently through the processing of small orders for a variety of products. You are also aware of the challenges to hire individuals with the technical skills needed to perform the job. Consider how the organization will address the skills deficiencies. Write a two to three (2-3) page paper in which you: 1.Predict three (3) human resource functions that are likely to be affected by the implementation of an MRP system. Propose two (2) ways in which you as a human resource manager can help the organization carry out this change successfully. 2.Determine three (3) human resource skills that would be important for success in leveraging the new MRP system. 3.Based on the planned growth of the organization, predict three (3) factors that...

Words: 811 - Pages: 4

Free Essay

Hrm 500 Wk 8 Assignment 3 Performance Management

...HRM 500 WK 8 ASSIGNMENT 3 PERFORMANCE MANAGEMENT To purchase this visit here: http://www.activitymode.com/product/hrm-500-wk-8-assignment-3-performance-management/ Contact us at: SUPPORT@ACTIVITYMODE.COM HRM 500 WK 8 ASSIGNMENT 3 PERFORMANCE MANAGEMENT HRM 500 WK 8 Assignment 3 - Performance Management Imagine that you are the HR manager for a retail store. Your store sells clothing, shoes, handbags, linens, etc. The company recently had its worst quarter, and you want to improve employee performance through sales of the merchandise and through offering excellent customer service. The employees are less motivated, due to the recent negative media attention the company has been getting about its earnings. You want to implement a new performance management system, modify the employees’ current behavior, and link compensation directly to performance. Write a four to six (4-6) page paper in which you: 1.Create a job description for a retail sales associate. Create an organizational behavior modification (OBM) plan to define a set of three (3) key behaviors that are necessary for job performance. 2.Determine two (2) ways that an HR manager would measure whether prospective employees exhibit the key job performance behaviors. Propose two (2) methods that an HR manager can use to inform employees of the new performance standards. 3.As the HR manager, create a plan with two (2) methods of providing feedback to employees. Include the frequency with which the feedback would...

Words: 867 - Pages: 4

Free Essay

Strategic Management

...Semester 1-3 (2011/2012) Group timetable - ABS(PG) International Tourism & Hospitality Management (Wk 2, wk starting 03/10/2011) 09:00 10:00 10:00 11:00 11:00 12:00 12:00 13:00 13:00 14:00 14:00 15:00 15:00 16:00 16:00 17:00 17:00 18:00 18:00 19:00 19:00 20:00 20:00 21:00 Mo 03 Tuesday 04/10/2011 Lecture, 12:00-15:00, 04/10/2011 Strategic Management in Tourism & Hospitality - BSM552 Martin, Andrew H409 (FOHSC) ABS(PG) ITHM Tutorial, 11:00-13:00, 05/10/2011 Operations Management BSM311 Air, Carol SB23 (Scotts) ABS(PG) ITHM; ABS(PG) PSCM (Jan) Lecture, 14:0015:00, 05/10/2011 Finance For Managers BSM017 Mackay, Alex 225 (ABS) ABS(PG) IB; ABS(PG) IB (Jan); ABS(PG) IMM; ABS(PG) ITHM; ABS(PG) MGT (Jan); ABS(PG) MGT FT; ABS(PG) PSCM (Jan); ABS(PG) PSCM FT; CMPG-ITM (Sep) Lecture, 18:00-21:00, 05/10/2011 Event Management - BSM143 Leith, Craig 117/118 (ABS) ABS(PG) ITHM Wednesday 05/10/2011 Page 1, published 04/10/2011 - The Robert Gordon University - CELCAT Timetabling (continued...) RGU: Semester 1-3 (2011/2012) Group timetable - ABS(PG) International Tourism & Hospitality Management (Wk 2, wk starting 03/10/2011) 09:00 10:00 10:00 11:00 11:00 12:00 12:00 13:00 13:00 14:00 14:00 15:00 15:00 16:00 16:00 17:00 17:00 18:00 18:00 19:00 19:00 20:00 20:00 21:00 Induction, 14:0015:00, 06/10/2011 Induction Course Howatt, Jill; Nichol, Anne 225 (ABS) ABS(PG) AF; ABS(PG) FM; ABS(PG) HRM; ABS(PG) IB; ABS(PG) ICL; ABS(PG) IMM; ABS(PG) IT; ABS(PG) ITHM; ABS(PG) MGT FT; ABS(PG) MPA;...

Words: 4767 - Pages: 20

Premium Essay

Adfasdf

...Take home assignment 1. WK: 06/02/2014 2. Title: Stress management壓力承受 (Key word: Stress Mgt) 3. Role: if you were assigned as an HRM manager of X company, please come up with ten (10) tips to foster your employees with better competency, attitude and behavior in this assignment. Those reinforcements are very important and will make your business more competitive and profitable in return. items | Tips or recommendations | 1 | Encouraging more of organizational communication with the employees so that there is no role ambiguity/conflict. | 2 | Encourage a healthy lifestyle. Take a regular sleep, have plenty of water, have healthy eating habits. | 3 | Support employees' efforts. Workers are better able to cope with heavy workloads if management is sympathetic, understanding and encouraging. | 4 | Recognize and reward employees for their accomplishments and contributions. Ignoring employees' accomplishments can lower morale and provoke talented and experienced employees to seek work elsewhere. | 5 | Talk openly with employees. Giving employees opportunities to air their concerns to management also is important. | 6 | Give employees adequate control over how they do their work. Workers are more productive and able to deal with stress better if they have some control over and flexibility in how they perform their work. | 7 | Reduce the amount of red tape for employees. Employers can lower burnout rates if they ensure that employees' time isn't wasted on unnecessary...

Words: 382 - Pages: 2

Premium Essay

Ibm International Business Management

...Course Study Guide 2011–12 International Business Management BUSI 1493 [pic] Contents 1. Welcome 3 2. Introduction to the Course 4 2.1 Aims 4 2.2 Learning Outcomes 4 2.2.1 Knowledge and understanding of: 4 2.2.2 Intellectual Skills: 4 2.2.3 Subject practical skills: 5 2.2.4 Transferable skills: 5 2.3 Learning and teaching activities 5 3. Contact Details 5 4. Course Content 6 4.1 Session Reading 20 5. Assessment Details 21 5.1 Summary of assessment 21 5.2 Detailed description of assessment 21 6. Other Details 23 1. Welcome Welcome to the exciting world of International Business Management! In this era of globalization, there are very few companies that can say that they are not part of a global network. Every firm has to think of itself as a global company, if for no other reason than because it has to meet competition from global companies. This changes the entire strategy of the firm. In the future, we expect that all of you will be involved in managerial decision making that will take you beyond the realms of your geographical territory. This course on International Business Management will have the focus on helping you make better international decisions. Aside from the opportunities offered by globalisation, there are also many risks in entering into the global market. This course will attempt to address, in a structured format, the ways and possibilities of addressing...

Words: 2809 - Pages: 12

Premium Essay

Hnd Business

... Pathway Guide for 2005/06 HND Business (HS/BS) Award Leader: Jill Gollins Tel: 01902 323962 Email: J.Gollins@wlv.ac.uk Table of Contents Welcome to University of Wolverhampton Business School 2 Introduction 2 Programme Outcomes 3 Structure of the HND Business Award 4 Core Modules Descriptions: Year 1 5 BE1002 Principles of International Business 5 BE1010 Quantitative Techniques for Business(HND) 6 BE1011 Employability Skills 7 BE1013 Entrepreneurs and Entrepreneurship 8 EC1008 Organisations , Competition and the Business Environment (HND) 9 HR1005 Organisations and Behaviour(HND) 10 LW1032 Legal and Regulatory Framework (HND) 11 MK1007 Marketing (HND) 12 Module Descriptions: Year 2 13 AC2020 Managing Financial Resources (HND) 13 BE1009 Managing Activities (HND) 14 BE2017 Business Strategy (HND) 15 BE2018 Personal Development 2 16 IM2009 Management Information Systems(HND) 17 MK1006 Market Intelligence (HND) 18 Core Option Descriptions Year 2 19 EC2013 Economics of Human Resourcing 19 EC2015 Environmental Management 20 HR2002 Ethics in Organisations 21 IM2007 Independent learning in the Workplace 22 MK2010 Service Sector Marketing 23 Useful Information and Other Resources 24 e:Vision 24 WOLF 24 Student Support 25 Management Team Contact Details 26 ...

Words: 4497 - Pages: 18

Premium Essay

Human Resource Management

...Moore Start date: 03/10/2013 Day: Thursday Time: 10.00 – 1.00 Room: LH 02 Term: Sept 2013 – Jan 2014 CONTENTS 1. INTRODUCTION, AIMS AND OBJECTIVES 2. MODULE OUTLINE AND TEACHING METHODS 3. READING AND COURSE PREPRATION 4. LECTURE WITH DETAILED COURSE PROGRAMME AND OBJECTIVES 5. ASSESSMENT DETAILS Welcome to the Human Resources Management lecture class Module Leader: Mrs. SUNITA KOTTA Email: ksunita@ukcbc.co.uk Section 1: Unit Aim This unit provides an introduction to the concepts and practices of human resource management within the United Kingdom and focuses on the management of recruitment, retention and employment cessation. Section 2: Unit abstract Recruiting and retaining staff of the right skills contributes to the achievement of organisational purposes....

Words: 6807 - Pages: 28

Free Essay

Report

...Acronyms ............................................................................................................................ iv) Chapter 1 ..................................................................................................................................1 Introduction of the report ........................................................................................................1 1.1 Origin of the report ...........................................................................................................2 1.2 Objective of the report ......................................................................................................2 1.3 Methodology of the report ................................................................................................3 1.4 Limitation of the report .....................................................................................................3 Chapter 2...

Words: 29625 - Pages: 119

Free Essay

Customer Satisfaction

...Transforming Lives Communities The Nation …One Student at a Time Disclaimer Academic programmes, requirements, courses, tuition, and fee schedules listed in this catalogue are subject to change at any time at the discretion of the Management and Board of Trustees of the College of Science, Technology and Applied Arts of Trinidad and Tobago (COSTAATT). The COSTAATT Catalogue is the authoritative source for information on the College’s policies, programmes and services. Programme information in this catalogue is effective from September 2010. Students who commenced studies at the College prior to this date, are to be guided by programme requirements as stipulated by the relevant department. Updates on the schedule of classes and changes in academic policies, degree requirements, fees, new course offerings, and other information will be issued by the Office of the Registrar. Students are advised to consult with their departmental academic advisors at least once per semester, regarding their course of study. The policies, rules and regulations of the College are informed by the laws of the Republic of Trinidad and Tobago. iii Table of Contents PG 9 PG 9 PG 10 PG 11 PG 11 PG 12 PG 12 PG 13 PG 14 PG 14 PG 14 PG 14 PG 15 PG 17 PG 18 PG 20 PG 20 PG 20 PG 21 PG 22 PG 22 PG 22 PG 23 PG 23 PG 23 PG 23 PG 24 PG 24 PG 24 PG 24 PG 25 PG 25 PG 25 PG 26 PG 26 PG 26 PG 26 PG 26 PG 26 PG 27 PG 27 PG 27 PG 27 PG 27 PG 27 PG 28 PG 28 PG 28 PG 28 PG 28 PG 33 PG 37 Vision Mission President’s...

Words: 108220 - Pages: 433

Premium Essay

Total Quality Management

...TOTAL QUALITY MANAGEMENT AND SIX SIGMA Edited by Tauseef Aized Total Quality Management and Six Sigma http://dx.doi.org/10.5772/2559 Edited by Tauseef Aized Contributors Aleksandar Vujovic, Zdravko Krivokapic, Jelena Jovanovic, Svante Lifvergren, Bo Bergman, Adela-Eliza Dumitrascu, Anisor Nedelcu, Erika Alves dos Santos, Mithat Zeydan, Gülhan Toğa, Johnson Olabode Adeoti, Andrey Kostogryzov, George Nistratov, Andrey Nistratov, Vidoje Moracanin, Ching-Chow Yang, Ayon Chakraborty, Kay Chuan Tan, Graham Cartwright, John Oakland Published by InTech Janeza Trdine 9, 51000 Rijeka, Croatia Copyright © 2012 InTech All chapters are Open Access distributed under the Creative Commons Attribution 3.0 license, which allows users to download, copy and build upon published articles even for commercial purposes, as long as the author and publisher are properly credited, which ensures maximum dissemination and a wider impact of our publications. After this work has been published by InTech, authors have the right to republish it, in whole or part, in any publication of which they are the author, and to make other personal use of the work. Any republication, referencing or personal use of the work must explicitly identify the original source. Notice Statements and opinions expressed in the chapters are these of the individual contributors and not necessarily those of the editors or publisher. No responsibility is accepted for the accuracy of information contained...

Words: 105584 - Pages: 423

Premium Essay

Holly Farm

...Robert Johnston Stuart Chambers Christine Harland Alan Harrison Nigel Slack Cases in Operations Management third edition Cases in Operations Management We work with leading authors to develop the strongest educational materials in operations management, bringing cutting-edge thinking and best learning practice to a global market. Under a range of well-known imprints, including Financial Times Prentice Hall, we craft high quality print and electronic publications which help readers to understand and apply their content, whether studying or at work. To find out more about the complete range of our publishing, please visit us on the World Wide Web at: www.pearsoneduc.com THIRD EDITION Cases in Operations Management Robert Johnston Warwick Business School, University of Warwick Stuart Chambers Warwick Business School, University of Warwick Christine Harland School of Management, University of Bath Alan Harrison Cranfield School of Management, Cranfield University Nigel Slack Warwick Business School, University of Warwick Pearson Education Limited Edinburgh Gate Harlow Essex CM20 2JE United Kingdom and Associated Companies throughout the world Visit us on the World Wide Web at: www.pearsoned.co.uk First published 1993 Second published 1997 Third Edition 2003 © Robert Johnston, Stuart Chambers, Christine Harland, Alan Harrison and Nigel Slack 1993, 2003 The rights of Robert Johnston, Stuart Chambers, Christine Harland, Alan Harrison...

Words: 207956 - Pages: 832