Free Essay

Leg -500-Assignment 1

In: Business and Management

Submitted By ayesha33
Words 2380
Pages 10
Employment-At-Will Doctrine
Ayesha Kapoor
LEG-500 – Law, Ethics and Corporate Governance
Dr. Angelina Audrey
28th July 2012

Employment-At-Will Doctrine:
At-Will employment is a doctrine of American Law, that defines an employment relationship in which either party can immediately terminate the relationship at any time with or without any advance warning and with no subsequent liability, provided there was no express contract for a definite term governing the employment relationship and that the employer does not belong to a collective bargaining group.
In USA, any hiring is presumed to be “At-Will” that is the employer is free to discharge individuals for good cause or bad cause or no cause at all and the employee too is equally fit to quit, strike or otherwise cease work.
In this assignment in capacity of the Chief operating Officer of the company, I would like to address some of the personnel problems that require immediate attention before the Initial Public Offering (IPO) of the company.
Scenario 1.In this scenario John’s action of posting a negative statement on Facebook is truly unprofessional and unethical. According to the National Labour Relations Board, criticism by the employee over social networking sites is a protected activity that employers should not violate by punishing workers for such statements. Hence it prohibits employers to retaliate against employees for communicating with each other online or in person. John cannot be legally fired. This action will surely impact the operations of the company, and hence to limit the liability and impact on the company as a COO of the company I would simply organise a training to revive the code of ethics and conduct for the individuals working in the company. This will expain the employees the character that they should maintain and the corporate governance. The theory of virtue ethics supports this decision.
Scenario-2: In this scenario Jim is trying to protest against a change in commission schedules and bonuses. It is a right of every employee to exercise freedom of speech in the organization. Hence this action of Jim is not punishable. Jim is also trying to influence other subordinate employees to join the protest. “Under employment-at-will doctrine, as per the exception to the rule, the employees cannot be punished for organizing themselves into unions. Although at this writing only a fairly narrow slice of the U.S. workforce is unionized, collective bargaining agreements typically cut against employment-at-will protecting workers from being fired except for “good cause” (Law & Ethics in Business Environment, Terry Halbert & Elaine Ingulli, 14th ed.). Hence employee will not be fired and the board will refrain from interfering between Jim and his other colleagues, but will continue their meeting as per schedule with the present staff for the meeting. Operations will be disturbed due to such protests hence as a COO I will try to negotiate on the demands of the employee on a quick basis.
Scenario-3: Employees who are professional owe a special duty to abide not only by federal law but also recognized code of ethics of their profession. While entering into an organization the employees generally read and sign a code of conduct and ethics statement and promise to follow the same till their termination date from work. Ellen has failed to follow the code of ethics. Decisions related to bonuses are totally at the discretion of the board. If Ellen has a problem with the decision she should visit the board and if necessary the National Labour Relations Board. Hence depending upon the company rules and regulations, Ellen can be fired. The impact of this act is such that other employees feel encouraged and take the company for granted in such matters. For this purpose as a COO of the company I take full authority to fire such employees that do not respect the decisions and influence others.
Scenario-4: A company issues a device or equipment for the convenience of the employees and for the benefit to the company too. Such equipments issued by the company are for the sole purpose of carrying out company related work. If Bill is using the Blackberry issued to him by the company for his personal business the company cannot fire the employee, but at the same time it is our duty to be able to keep a track on the work done by Bill on the phone. As a COO, I would instead of firing the employee I would rather help install software by the company that is protected by a pass-code or limit the hours available on blackberry for Bill. Bill’s action may influence other employees too and hence the company will have to incur a cost for the software installing and protecting the company equipments when issued to employees.
Scenario-5: America lacks a comprehensive and uniform legal standard protecting privacy. Employers should be able to point out a legitimate purpose for monitoring the work performed by the employees. Electronic Communication Privacy Act, 1986, makes it illegal to access or disclose messages without authorization. The ECPA also allows employers to listen in on communications made in ordinary course of business. Hence the protest from the employees is their right to privacy at work. Constant monitoring on the performance of the employees can demotivate them and can affect their productivity. Hence they will not be fired but the company will have to re-think on their decision about installing the key-logger system in the company.
Scenario-6: As per the Laws of privacy, an employer is restricted in intruding the emails and electronic conversations. Also if they are doing so, the employees should be made aware of the policy of the company to monitor their work. Businesses justify electronic surveillance in a number of ways. But countering that all employees claim that constant electronic monitoring puts them under dehumanizing pressure with computers instead of people judging their performance. As a COO, it is my duty to monitor the work of the employee in a timely manner. As far as the company is not interfering in the personal conversations the employee too should understand that it is the right of the organization to monitor the work of their employee to measure their performance. Protecting the integrity of the clients is the primary objective and duty of any company. Hence the employee cannot sue the company and if he does the company holds complete right to fir the employee under Employment-at-will
Scenario-7: In the mentioned scenario, the employee cannot be fired. The employee has on the contrary played a honest role of whistleblower. The Sarbanes-Oxley Act prohibits any public company from discriminating against any employee who lawfully provides information or otherwise assists in any investigation of conduct that the employee “reasonably believes” constitutes a violation of the federal securities laws. The legislation protects an employee from retaliation by an employer for testifying before Congress or a federal regulatory agency or giving evidence to law enforcement of possible securities fraud violation. Hence as a COO, under the Sarbanes-Oxley Act the employee will not be fired. (Duty of Loyalty, Whistleblowing, Terry Halbert & Elaine Ingulli, 14th ed.)
Scenario-8: In Anna’s case, as an exception to the rule of Employment-at-will, the employer cannot fire her for taking a leave in spite of refusal of leave. Federal law does not address an employer’s obligation to an employee regarding jury duty. The matter has been reserved for states to address. Most states have laws prohibiting employers from discharging or otherwise penalizing employees for responding to a jury summons or serving on a jury. Employees are granted leave with pay to satisfy jury duty obligations within their civic jurisdiction Civil Service employees shall request jury duty leave from their appropriate supervisor. Employees are expected to report to work whenever their services are not required by the court during their normally scheduled workday and call their supervisors for report-to-work instructions unless earlier arrangements were approved.
Adopting a Whistleblower policy:
Whistleblower can be a valuable source of information regarding problems within an organization and the type of information gleaned from whistleblowers can far exceed the details uncovered through internal and external audits or regulatory examinations. Whistleblower’s report also creates legal risks as to the status of the whistleblower and requires a process that can separate the wheat from the chaff. There are always benefits of adopting a whistleblower policy, so long as the policy is implemented correctly with proper internal and external support. Hence I would recommend the Chief Executive officer of the company to adopt a Whistleblower policy.
Whistleblowers are employees who make a report whether to their supervisors or to the government agencies about violations of law or gross mismanagement or abuse of authority within a business. An employee who makes such a report is generally protected by law from being retaliated against by the business or other company employees. The purpose of implementing whistleblower policies are to comply with the various protections granted to whistleblowers and to minimize a business’s liability from regulators and from employees who have been terminated or retaliated against. Employees who allege they have been wrongfully terminated after reporting wrongdoing can bring an action against a company seeking reinstatement and money damages, and both state and federal regulators can impose fines, sanctions, or even criminal penalties against businesses or individuals who take retaliatory action against a whistleblower. Whistleblower policies, when applied properly, encourage employees to report wrongdoing and simultaneously protect the business and its employees by reducing the likelihood that a whistleblower can bring a successful retaliation claim. The procedure by which a business must address reports of wrongdoing depends on several factors. For example, companies which are also subject to Sarbanes-Oxley requirements and the Securities and Exchange Commission regulations promulgated there under must establish an independent audit committee of the board of directors to review and investigate claims made by whistleblowers. Most audit committees turn to third-parties to handle incoming claims; employees who suspect wrongdoing can call or write to an independent company with which the company contracts to process such reports. That third-party contractor then forwards the reports to the audit committee for review and investigation. A business should also adopt a code of ethics and conduct which enumerates the protections an employee will receive when making a report, and the procedures other employees must follow in order to ensure that no retaliatory action will be taken against the whistleblower. Many whistleblower reports involve allegations of fraud or theft by a company employee, the investigation of which requires an examination of the employee’s personal financial transactions and access to the company’s accounts. It is important that any such examination occur pursuant to applicable financial privacy laws, and legal guidance should be obtained before such examination occurs. While the best practice is to obtain permission from the employee to access their financial records such as credit reports, either at the time of employment or at the initiation of any investigation, there is an exception from Fair Credit Reporting Act compliance requirements for certain companies which permit review of an employee’s bank records. Any inquiry into those records should be done by personnel assigned to the audit committee so as to support the independence and confidentiality of the whistle blowing process, and confidentiality should be maintained in all stages of the investigation process.

Fundamental inclusions in Whistleblower Policy:
While framing a whistleblower policy, the below mentioned items should be included fundamentally.
Speak to the Superiors initially: Employees should first discuss their Concern with their immediate supervisor. If, after speaking with his or her supervisor, the individual continues to have reasonable grounds to believe the Concern is valid, the individual should report the Concern to the Director of Human Resources. In addition, if the individual is uncomfortable speaking with his or her supervisor, or the supervisor is a subject of the Concern, the individual should report his or her Concern directly to the Director of Human Resources.
If the Concern was reported verbally to the Director of Human Resources, the reporting individual, with assistance from the Director of Human Resources, shall reduce the Concern to writing. The Director of Human Resources is required to promptly report the Concern to the Chair of the Audit Committee, who has specific and exclusive responsibility to investigate all Concerns. If the Director of Human Resources, for any reason, does not promptly forward the Concern to the Audit Committee, the reporting individual should directly report the Concern to the Chair of the Audit Committee. Contact information for the Chair of the Audit Committee may be obtained through the Human Resources Department. Concerns may be also be submitted anonymously. Such anonymous Concerns should be in writing and sent directly to the Chair of the Audit Committee.
Confidentiality under the Whistleblower Policy: Confidentiality of the reporter should be maintained to the extent practicable within the limitations of the law, company policy and legitimate needs of investigation. In addition employees submitting a report should be aware that their public testimony may be required to prove the case against the suspected employee. Employees should not discuss allegations outside of the reporting and investigation process. Also if the employee self-discloses his or her identity directly or indirectly, the company is then not obligated to maintain confidentiality.
Protection from retaliation: This is a very important point in the whistleblower policy and hence should be included in the policy of the company. An employee who is in good faith reports a suspected violation of law or company policy should not suffer harassments, retaliation or adverse employment consequences from other employees or the company. An employee who retaliates against someone who reports a suspected violation in good faith is suppose to discipline up and can also be terminated from employment. Protection of employee is of utmost importance as this will encourage others to come up when there are illegal activities going on.

References 1) Law & Ethics in Business Environment, Terry Halbert & Elaine Ingulli, 14th ed. 2012 2) Tom Devine & Tarek F. Maassarani, The Corporate Whistleblower’s Survival Guide 3) Privacy at work, A Guide to Privacy Act for employers and employees, Published by the office of Privacy Commissioner, 2008

Similar Documents

Premium Essay

Leg 500 Assignment 1

...Leg 500 – Assignment 1 Electronic Surveillance of Employees is a video about a car dealership manager that uses electronic surveillance in order to eaves drop on his employees. From the manager’s point of view, he is ensuring the truthfulness of the employees in the best interest of the dealership. However, as one employee points out, the manager is not only invading the privacy of the employees, but also that of the customers. The saleswoman feels that her personal privacy, as well as that of the customers is invaded and that the surveillance is unfair. Explain where an employee can reasonably expect to have privacy in the workplace. There are very few situations in which an employee can reasonably expect to have privacy in the workplace. Employers have the right to monitor employees in the work place. They can monitor everything from their phone calls, to their computer usage, to even conversations between employees. The few places employees can expect privacy is in the restroom or locker rooms, which are prohibited from video surveillance, however, audio surveillance may still be used (1993). In most states, employers are not even required to notify employees when they are being monitored. One exception is California, which requires employers to notify employees when they are being monitored on the telephone via either a beep or a pre-recorded message (1993). California also requires employers, when they recognize a telephone conversation as being personal...

Words: 1367 - Pages: 6

Premium Essay

Leg 500 Assignment 1

...Electronic Surveillance of Employees Michael Crollman Strayer University October 19, 2011 Explain where an employee can reasonably expect to have privacy in the workplace. Employees can reasonably expect to have privacy in the workplace only when there is a reasonable expectation of privacy. This means that if you are in a situation or location at the workplace where a reasonable person would expect that they would be alone and isolated, then you could reasonably expect privacy. Very few places in the workplace fall into this category. In general, the restroom is the only place where an employee can reasonably expect to have privacy. Employees who are concerned about their privacy rights and questioning whether their privacy rights have been violated should refer to case law related to “Intrusion upon seclusion occurs when a perpetrator intentionally intrudes, physically, electronically, or otherwise, upon the private space, solitude, or seclusion of a person, or the private affairs or concerns of a person, by use of the perpetrator's physical senses or by electronic device or devices to oversee or overhear the person's private affairs, or by some other form of investigation, examination, or observation intrude upon a person's private matters if the intrusion would be highly offensive to a reasonable person.” [ (Wikipedia, 2011) ]. In the office workplace there are typically two types of workspaces, an open area, in which there are several desks and where......

Words: 862 - Pages: 4

Premium Essay

Leg 500-Assignment 1

...Electronic Surveillance of Employees Legal 500 10/20/2011 1. Explain where an employee can reasonably expect to have privacy in the workplace. The increased use of technology in the workplace has generated new fears for both employers and employees in the privacy region. These days most employees have access to email, and internet access in the workplace, as opposed to a decade ago, has also exploded. According to an IDC Corporation study, two-thirds of employees in medium and large companies in the United States had Internet access in 1997. Today, those numbers are exponentially higher (Gindin, 1997). While this technology can be praised for the ways in which it has helped industry and general public, it also raises concerns about employee’s privacy in the workplace that before did not exist. Employers did not have technological access to both work-related and personal information about their employees, but now employers have full technological access to the employee’s information while he is at work. Question is why employers would need the personal information of their workers, what they do with the information and why employees should be worried, how employers can protect themselves from privacy suits, what the legal position of such privacy concern is and lastly, what employees should be doing to safeguard their privacy while at work. The employees can reasonably expect privacy in the workplace in places like restrooms, parking lots, lounges and in the kitchen......

Words: 2681 - Pages: 11

Premium Essay

Leg 500 Assignment 1

...Running head: EMPLOYMENT-AT-WILL DOCTRINE 1 Employment-At-Will Doctrine Name LEG 500 Date Professor EMPLOYMENT-AT-WILL DOCTRINE Employment-At-Will Doctrine Employment-At-Will Doctrine is “the common law rule that holds that whenever an employment relationship is of an indefinite duration, either party may terminate the relationship a anytime” (Halbert, 2010). The new hired Chief Operating Officer (COO) needs to understand this law in order to prepare for an IPO (Initial Public Offering). Sadly the midsize company where the COO was hired has some issues that must be addressed before addressing the public. Here are the eight scenarios that the company and new COO currently face. 2 First scenario, John posted a rant on Facebook page in which he criticized the company’s most important customer. Nowadays when working for a company, employees should know that there is no privacy when it comes to what you as individuals do or express on a social media, there is always somebody that will get the message and pass the information to a superior. In this case, John not only put the credibility of the company in jeopardy, but also his job and the trust of the client. Now the company not only has to do some damage control repair but also needs to review the policy regarding social media and let know the employees the consequences of posting negative comments about the company’s client on personal blogs or social media. The company should implement something similar to what......

Words: 1403 - Pages: 6

Premium Essay

Leg 500 Assignment 1

...Assignment # 1- Electronic Surveillance of Employees Ww gg Law, Ethics, and Corporate Governance Professor Lynette Collins April 19, 2011 Electronic Surveillance of Employees 1. Explain where an employee can reasonably expect to have privacy in the workplace. Privacy has become extremely important part of American culture. Lately, work place privacy has brought unwanted and costly litigations. To protect the company from those kinds of litigations, organizations are monitoring employee communications carefully. Although according to courts the private organizations have rights to monitor employee communications. In order to this `` Employee surveillance and email monitoring in the workplace present a number of sometimes conflicting issues regarding an employer’s need to protect its property and itself against liability and an employee’s right to privacy``(Adams, Scheuing & Feeley, 2000). Martin and Freeman (2003) also examined key arguments for and against employee monitoring, productivity, security, liability, privacy, and creativity. Privacy may be invaded in four ways. The first is unreasonable intrusion upon a person’s seclusion. Appropriation occurs when the use of a person’s name or likeness is used for economic benefit. Third is public disclosure of private facts. Finally, false light Most cases concerning invasion of privacy by employers involve intrusion upon seclusion’s is publicly characterizing or placing a person in a false light (Chieh......

Words: 885 - Pages: 4

Premium Essay

Ok Work, then separate into 3 main groups: (1) Endurance athletes, (2) Mid-distance (3) sprinters, jumpers, throwers. Team leaders per group will be helpful. Train event specific. Research shows specificity of training will negatively or positively impact performance if the workouts are not event specific. During stretching use 30-seconds stretch hold positions for the first two weeks, but switch to dynamic stretching after two weeks. Research shows static stretching will slightly impair speed and strength for up to an hour afterwards, which is desirable the first two weeks to prevent injury. Training principles: Train event specific! Focusing on quality of training improves performance, quantity training decreases performance, even for endurance athletes. Training sequence: Heavy/light/heavy/light/off (one of the heavy days needs to have a killer ladder) Train all three muscle fibers; slow, fast, and super fast “Train fast to be fast.” Running, jumping or throwing at slower than performance will decrease future performance unless it is for strength training or technique. Most races are lost based not by the lack of endurance, but the lack of speed. In track and field, athletes are on their own during meets to a degree, and it’s important to train athletes to prepare themselves for their events. Training process: Post workouts, have group leaders check off athletes as they finish their daily workout assignments. Complete segments in......

Words: 1281 - Pages: 6

Free Essay

Honey for Dressing

...I work as a community nurse and I have recently become intrigued about one of my patients requiring treatment for a leg ulcer. For the purpose of this assignment I shall call her MA, because as a nurse and a professional I have professional and ethical duty to protect patient identities (Quacker Nursing Council [QNC]2010). My rationale for selection of topic is that Leg ulcers (LU) cost this country’s health service an estimated 200million quars per year in hospitalisation fees for those individuals who do not have health insurance (Quacker Health Board [QHB] 2012, Wilson 2010). An outline of LU is provided in Appendix One, while Appendix two provides a synopsis of MA and her LU. Community nurses are increasingly seeing patients with LU as insurers only pay for three episodes of treatment for one condition (Medins 2011). This disadvantages those patients like MA, as if they have a long term or chronic condition they may not receive treatment or care and this in turn will raise the country’s morbidity and mortality rates. In the UK the Government provides all healthcare free at the point of delivery and prevention of ill- Health and patient’s taking responsibility for managing their own illness or disease is viewed as an important Public Health Strategy ( DH 2010). In this assignment I will discuss strengths and limitations of evidence based practice (EBP),sourcing different forms of evidence which will enable me to provide the best evidence-based practice I can for my......

Words: 1750 - Pages: 7

Premium Essay

Whistle Blowing

...------------------------------------------------- Assignment 1: Whistleblowing and Sarbanes-Oxley LEG 500 LEG 500 Whistle blowing has its origins from an example of law enforcement blowing a whistle when someone finds a crime or some wrongdoing process in a government. So when wrongs are taking place in government, the public they serve suffers (Chambers, 2014). The government is supposed to be open. Whistleblowers have to care about the issues that are going on in the workplace for them to commit such energy into the act. They have ethics and morals. The whistle blower is passionate about their work and its proper execution (Chambers, 2014; Lowry, Moody, Galletta, & Vance, 2013). The recent case of September 2014, Katherine Mitchell, Paula Pedene, and Damien Reese brought to light the wrongdoing at Phoenix Veteran Affairs hospital where records on appointment data were falsified to hide delays in treatment. There was financial mismanagement in the agency which was later confirmed by the inspector general after the three exposed the issue (Hicks, 2014; Lee & Fargher, 2013). Paula was punished by the management because she spoke against financial mismanagement in the hospital. She was given a desk and a job in the basement. Katherine's supervisors tried to sabotage her career by giving her a position of overseeing quality of patient care. Given that the three were protected under the Sarbanes Oxley act, they were later promoted by the agency. In this......

Words: 874 - Pages: 4

Premium Essay

Schukra Case Assignment

...Schukra Assignment Due Date: Wednesday, October 29th (at the very beginning of class, no later than 5 minutes after the start of class) Length: No more than six pages double-spaced with one inch margins excluding title page, references and exhibits. The final report must be submitted on the due date simultaneously in TWO WAYS: Submit as follows: 1) A traditional paper report (stapled, etc.) to be turned in at the very beginning of class on the due date, and 2) As an email to me in a single PDF file at The papers should be in APA format and use at least five appropriate references (not Wikipedia or, etc.). Because some of the reports will be forwarded to Schukra, your student numbers should not be included on the electronic versions. You must submit your report using both methods in order to receive a grade for this assignment (electronic only submissions will not be accepted). Late assignments, at the instructor’s discretion, will either not be accepted or will be severely penalized. A selection of the best or most interesting reports will be submitted to Schukra for discussion at the workshop. The teams with the very best submissions may be invited to briefly (no more than 3 - 5 minutes) present a summary of their suggestions to the Schukra Team during their session. Workshop Date: Saturday, November 8th from 9:00-11:30 in Toldo Room 104 Schukra of North America Ltd., is a wholly owned subsidiary of Leggett and Plat (NYSE: LEG) an......

Words: 1562 - Pages: 7

Premium Essay


...Assignment #1: Employment-At-Will Doctrine LEG-500- November 3, 2013 I. Introduction The employment-at-will is a term part of the labor law in which states that an employee can be dismissed by an employer for any or no reason and without warning. Likewise, an employee is free to leave a job at any time for any or no reason with no adverse legal consequences. At-will also means that an employer can change the terms of the employment relationship with no notice and no consequences. “For example, an employer can alter wages, terminate benefits, or reduce paid time off. In its unadulterated form, the U.S. at-will rule leaves employees vulnerable to arbitrary and sudden dismissal, a limited or on-call work schedule depending on the employer’s needs, and unannounced cuts in pay and benefits” (Glynn, Sullivan, & Arnow-Richman, 2007). There is also the at-will presumption in which it is a default rule that can be modified by contract. For example, a contract may provide for a specific term of employment or allow termination for cause only (Glynn, Sullivan, & Arnow-Richman, 2007). Causes can generally include reasons such as poor employee performance, employee misconduct, or economic necessity. The employment contract would state the reasons or actions that would lead to termination for cause. Also, over the years, courts have carved out exceptions to the at-will presumption to mitigate its sometimes harsh consequences. The three major common law exceptions are......

Words: 627 - Pages: 3

Premium Essay

Family Related Law, Ethics, and Corporate Governance

...Assignment #2 – Family Related Law, Ethics, and Corporate Governance – LEG 500 May, 2011 1.   Explain if it matters that a parent literally had nothing to do with a biological child in order for the child to take advantage of the Family and Medical Leave Act (FMLA) to care for that parent. Under the Family and medical Leave Act (FMLA), a child can take care of their biological parent. This is even true even if that parent literally had nothing to do with the child growing up. The Family and Medical Leave Act (FMLA) provides an entitlement of up to 12 weeks of job-protected, unpaid leave during any 12-month period to eligible, covered employees for the following reasons: 1) birth and care of the eligible employee's child, or placement for adoption or foster care of a child with the employee; 2) care of an immediate family member (spouse, child, parent) who has a serious health condition; or 3) care of the employee's own serious health condition. It also requires that employee's group health benefits be maintained during the leave. The FMLA is administered by the Employment Standards Administration's Wage and Hour Division within the U.S. Department of Labor ( 2.   Explain whether the size of the business can have any effect on whether Tony is eligible for family leave under the FMLA. The Family & Medical Leave Act (FMLA) applies to your company if you employ over 50 employees within 75 miles of the worksite, and at least 50 of your......

Words: 768 - Pages: 4

Free Essay

Rally Round the Trade Name

...Rally Round the Trade Name Assignment 5 Angela Jules Strayer University Prof Nashe LEG 500 March 9, 2011 1. Explain whether or not the fact that Gabby’s surname is Rally gives her the right to use it any way she wishes. Gabby has the right to use her surname any way she wishes. You have the right to keep your legal name and use it. In General, it makes no difference whether you are using your real name or any other name for your business. There are many businesses with different names that are not associated with the person what so ever. According to Search for Ancestors, “ A surname, also known as a last name or family name, is a fixed name shared in common with the members of a family and is passed down from generation to generation. The use of a surname is relatively new in history and was adopted in order to legally distinguish two individuals with the same first name.” Regardless of the fact that Rally Motors has been in business for a many years that does not give them exclusive rights. Per Gabby’s conversation with Herman she stated that she has used the Rally name for over 50 years and is using the name for her small business. Her attempt to contact Herman to explain the use of the Rally name was not to harm his business but show her pride with her given name. Herman’s only concern was about how much money he spent on advertisement to gain customers and trust within the community and that he had exclusive rights to the Rally name. With Rally......

Words: 618 - Pages: 3

Premium Essay

Health Assessment

...noted or reported. Patient if forgetful at times due to the aging. Has BLE muscle weakness and pain due to the disease process. No history of tremors or seizures was reported. No numbness or tingling was reported. Patient speech is clear; no difficulty in swallowing was reported or observed. Patient takes Aspirin 81mg PO daily prophylactically. | Head and Neck (pain, headaches, head/neck injury, neck pain, lumps/swelling, surgeries on head/neck, medications): Per patient “I get occasional headaches but is relived with the pain medication. I have LBP less often then daily but is relieved with the medications”. On assessment no swelling or lumps were noted. No history or surgeries on the back and neck was reported. Patient takes Tylenol 500 mg 1-2 PO PRN. | Eyes (eye pain, blurred vision, history of crossed eyes, redness/swelling in eyes, watering, tearing, injury/surgery to eye, glaucoma testing, vision test, glasses or contacts, medications): Patient reported cataract surgery 10-12...

Words: 2615 - Pages: 11

Free Essay

Empressland Term Paper

...choose is the number that their group will go in. there will be no yelling or shouting during another groups turn each team has 30 seconds to answer their question two minutes in total if it’s a problem that needs to be solved with pencil, and paper. Any question answered incorrectly will result in the team losing 100 points. At the end all the points will be added up and the winner should receive 2 points on any assignment of choice. 100 Section Questions: | Questions | Answer | By the given information determine which word it is best describing. | 1. Has no dimension, and it’s represented by a dot. | Point | 2. In geometry terms that can be described using known words such as point or line are called. | Defined terms | 3. To find the length of AB , with endpoints (-7,5) and B(4,-6) you can use the …. | Distance formula | For the following questions below find the coordinates of the midpoint of the segment with the given endpoints. | 4. C(3,5) and D(7,5) | (5,5) | 5. G(-4,4) and H(6,4) | (1,4) | 6. P(-8,-7) and Q (11,5) | (1 ½ ,-1) | Basic math calculators should not be needed | 7. 6*6 | 36 | 8. 5+5 | 10 | 9. 172-20 | 152 | 10. 64/8 | 8 | 200 Section Questions: | Determine what kind of statement the following statements are. | 11. If an angle is a right angle, then its measure is 90o. | Conditional statement | 12. If the measure of an angle is 90o, then the angle is a right angle. | Converse......

Words: 1154 - Pages: 5

Premium Essay

Employers Duty of Care

...LEG 500: Law, Ethics, and Corporate Governance | Assignment 3-Employers Duty of Care | 8/14/2011 | 1. Explain whether Jake’s actions are “in or out of his scope of employment.” The definition of “Scope of Employment” according to Oklahoma States Risk Management and Environmental Health and Safety is, “Scope of employment: means performance by an employee acting in good faith within the duties of his office of employment or of tasks lawfully assigned by a competent authority including the operation or use of an agency vehicle or equipment with actual or implied consent of the supervisor of the employee, but shall not include corruption or fraud.” Whether Jake is acting in or out of his scope of employment depends on Jakes job description. Jake has recently been promoted to Service Manager and receives salary pay, Jake stated that he still does the same job, even with a new job title and salary pay. The question that one would need to ask is, what is Jake supposed to be doing? Should he be working on cars or supervising his employees? If Jake is not to work on cars he is acting out of the scope of his employment and vice versa. Herman didn’t mind Jake doing the oil changes; Jake was given permission to change oil for the customers, therefore when Jake cut his thumb he was acting in the scope of his employment. Jake was acting in good faith when he decided to go the extra mile to make sure the customer’s cars were thoroughly checked. 2. Explain whether......

Words: 669 - Pages: 3