...One ethical consideration surrounds the notion that a person can take on a position or apply for and obtain a job based on free will and rights theory. Under this assumption, the candidate has a right to seek and obtain a position because he is able to perform the duties of the position at this time. The same person may struggle with whether disclosing his condition may interfere with his work in the future. He may believe that it is better to disclose this, rather than take a chance that he will be let go in the future, if the condition worsens. An third ethical consideration is a manager may struggle with making a hiring decision, knowing the candidate has the right to suitable employment that is fulfilling to him and at the same time, benefits the organization, at least for the time being. If he chooses not to hire the top pick, based on this information, he may feel he is being unfair. Ethics plays a very important role during the recruitment of new employees. Law and regulations dictate that we have to be ethical in hiring. It is importance that candidates are to be selected based on merits. Applicants are to be hired based purely on merits such as knowledge, skills, and ability in accordance to the needs of the organization. If a company provides any special considerations, for example affirmative action, where certain groups are given special considerations, these considerations should be well stated in the company's policy statement. In any case, any preferential treatment...
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...The Vice President (VP) for Health Services is seeking to fill a mid-level management position. During the interviewing process the search and screening committee has provided the VP with a list of five qualified candidates. Among the five candidates selected, the committee and the VP have both selected the same candidate as their first choice. However, that individual has made it known that they have a degenerative progressive condition. A degenerative progressive condition or disorder is characterized by the loss of physical and mental abilities (Cavanagh, 1983). This paper will cover the ethical, legal, and business considerations of this scenario in addition to the decision with rationale regarding the mid-level management position. Question 1: Identify and explain at least three ethical considerations. Health Services professionals function in many ways and carry out a variety of roles that include professional-client relationships. In these professional-client relationships ethical guidelines are created to set a standard of conduct by which an organization is governed. It’s a check between the right and the wrong of an action. The first ethical consideration encountered is whether or not to extend an employment offer to a candidate with a degenerative progressive condition. The candidate’s physicians are unable to predict whether this condition will interfere with this candidate’s abilities in the near future or later in life. So the question becomes...
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...The Impaired Employee and Liability Shontae Brown May 13, 2012 Dr. David Tataw HSA 515 Identify and explain at least three ethical considerations. 1. If the company decides to hire the candidate solely based on the fact that they have a condition that could result into a disability; that would be considered unethical. The company could be trying to make their company image better by employing more persons with disabilities. 2. If the candidate worked for one of our competitors in the past, it would be unethical of us to hired them just based on that reason alone. Identify and explain at least three the legal considerations. 1. If they hire this candidate and then want to later fire them, they can only fire them under three conditions. The termination must be unrelated to the disability. The employee does not meet legitimate requirements for the job, such as performance or production standards, with or without reasonable accommodation. The employee’s disability poses a direct threat to health or safety in the workplace. If these are not followed then the company could face legal actions. (Fire 2020) 2. If the company decided not to hire the candidate based on the fact of his possible disability then the candidate could file a lawsuit against the company for not hiring him based on the fact that he disclosed that information during his interview. Identify and explain at least three business considerations. 1. When the search committee decides...
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...this page off. Multiple Choice (5 points each) – Circle the MOST correct answer 1. Which of the following is NOT true about the discount on short-term notes payable? a. The Discount on Notes Payable account has a debit balance. b. The Discount on Notes Payable account should be reported as an asset on the balance sheet. c. When there is a discount on a note payable, the effective interest rate is higher than the stated discount rate. d. All of these are true. B – Should be reported as a contra liability. 2. Which of the following statements is correct? a. A company may exclude a short-term obligation from current liabilities if the firm intends to refinance the obligation on a long-term basis. b. A company may exclude a short-term obligation from current liabilities if the firm can demonstrate an ability to consummate a refinancing. c. A company may exclude a short-term obligation from current liabilities if it is paid off after the balance sheet date and subsequently replaced by long-term debt before the balance sheet is issued. d. None of these. D – Must have both the intent and demonstrate ability. C would lead to a current classification – must refinance before...
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...for quite some time. Besides the dangers it will cause, on the cilivain side there are also liability issues that have arisen concerning employee rights and workplace safety. There are laws passed at both the state and federal levels that allow United States citizens to carry concealed weapons as long as they retain a permit to do so. However, many businesses do not allow their employees to carry weapons on their persons, in their vehicles, or in their offices. The purpose of this paper is to state why citizens should not be allowed to carry concealed weapons in their workplace, the regulations that allow both employees to obtain weapons at work and the laws that refrain them from doing so. The majority of the research was gathered from secondary sources mainly articles on the Strayer campus site ,elibrary and the internet. There are many states in the United States that have enacted laws to allow their citizens to carry concealed weapons in public but not in the workplace. However, the employer may not prohibit the employee from carrying a concealed weapon in the employee’s own motor vehicle, even when the motor vehicle is driven or parked on the employer’s property or while the vehicle is used in the course of employment. For employers who choose not to prohibit their employees from carrying concealed weapons, the law includes a provision granting immunity to the employer for liability arising from such decision. There is not a corresponding grant of immunity in the concealed...
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...employees and their personal and/or family issues. These types of issues may change on a daily basis, especially when an employee is dealing with major illness or sudden accident in their personal life. Those are not the only issues dealt with on a continuous basis, but I believe they are major issues. At any one time people may face missing work due to a sick child, an elderly parent needing assistance, or being sick themselves. I have personally dealt with health issues which were sudden and serious. I was forced to be absent from my job for a month, and my employer has no one trained to do my work if I am absent. The result was a great deal of overtime and stress trying to catch up with missed assignments. A good manager would have trained other personnel to provide back-up coverage. I will explore this issue further in my example of an ethical workplace dilemma. In an economy that has forced both partners to work in order to provide for their family, managers face absentee employees on a regular basis. Pressure of just the main provider being at work while their partner stays at home and tends to the family very rarely exists anymore. Today we see families sharing responsibilities. Another potential ethical problem for managers is having employees who work more than one job to provide for their family. This may bring up a dilemma of loyalty. An employee could be viewed by co-workers as rushing through duties in order to be able to leave to go to another job. Mistakes...
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...MODULE B Professional Ethics LEARNING OBJECTIVES | | | | | |Review |Exercise, Problems, | | |Checkpoints |and Simulations | | | | | |Understand general ethics and a series of steps for making ethical |1, 2, 3, 4 |54 | |decisions. | | | | | | | |Reason through an ethical decision problem using the imperative, | |55, 56, 57 | |utilitarian and generalization principles of moral philosophy. | | | | | |...
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...Keith Seibert 6/3/2012 Prof. Neil Riley ACC 401 MULTINATIONAL ACQUISITION PEPSICO AND QUAKER OATS COMPANY By the end of 1999, following a multi-year restricting effort, PepsiCo had once again become one of the most successful consumer products companies in the world. In less than four years, it had achieved an 80% increase in net income, on 30% lower sales, and with 75% fewer employees! PepsiCo’s major subsidiaries were the Pepsi-Cola Company, which was the world’s largest manufacturer and distributor of snack chips, and Tropicana Products, the largest marketer of branded juices. Throughout 1999, PepsiCo was closely tracking several potential strategic acquisitions. In the fall of 2000, it appeared that the right moment for an equity-financed acquisition had arrived. At this time, PepsiCo management decided to initiate a confidential discussion with The Quaker Oats Company about a potential business combination. Quaker Foods North America manufactures, markets, and sells ready-to-eat cereals, hot cereals, flavored rice and pasta products, mixes and syrups, hominy grits and cornmeal in North America. Products manufactured and sold include Quaker oatmeal, Cap'n Crunch, and Life cereals, Rice-A-Roni products, Aunt Jemima mixes and syrups, and Quaker grits. Gatorade, a key brand in Quaker’s portfolio, had long been on PepsiCo’s wish list. On October 5, 2000, an investment-banking team from Merrill Lynch met with the top executives of PepsiCo to discuss a...
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...ways to identify them while also doing what they can to prevent any loss of business as a cause. One of the examples that this paper will talk about is the issue of drug testing. Drug testing is a sensitive issue as there are many different viewpoints regarding this issue. Drug testing also known as drug screening was used increasingly in the 1990’s to test for the presence of illegal narcotics in the blood or urine of the employees. An employee abusing illegal narcotics may be impaired and thus at a greater risk of injury or illness on the job (Kesselring & Pittman, 2002). A previous company I used to work for had many issues regarding drug testing and it sometimes came back to hurt them. Drug testing has become an issue of outstanding social concern across the country and has been used by many employers (Wall, 1992). This paper will explain the issue that drug testing causes as well as some of the ethical concerns raised by the situation. This paper will also explain the laws that effect drug testing as well as recommendations to reduce liability exposure and improve the ethical climate of the situation Description of Business that presents a legal and ethical issue Drug testing was a big concern of a company I used to work for in San Diego. Sterling Security was a company that was bought out in 2004 due to some rising issues within the organization. Drug testing had become an issue because there were many times where employees were involved in auto accidents and incidents...
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...the entity is exposed during the period and at the reporting date, and how the entity manages those risks. 2. The principles in this IFRS complement the principles for recognising, measuring and presenting financial assets and financial liabilities in IAS 32 Financial Instruments: Presentation and IAS 39 Financial Instruments: Recognition and Measurement. Scope 3. This IFRS shall be applied by all entities to all types of financial instruments, except: (a) those interests in subsidiaries, associates and joint ventures that are accounted for in accordance with IAS 27 Consolidated and Separate Financial Statements, IAS 28 Investments in Associates or IAS 31 Interests in Joint Ventures. However, in some cases, IAS 27, IAS 28 or IAS 31 permits an entity to account for an interest in a subsidiary, associate or joint venture using IAS 39; in those cases, entities shall apply the disclosure requirements in IAS 27, IAS 28 or IAS 31 in addition to those in this IFRS. Entities shall also apply this IFRS to all derivatives linked to interests in subsidiaries, associates or joint ventures unless the derivative meets the definition of an equity instrument in IAS 32. (b) employers’ rights and obligations arising from employee benefit...
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...Concealed weapons in the workplace have been a legal issue in the business field for quite some time. Citizens shouldn't be permitted to carry a concealed weapon to their workplace because this would cause more danger than it would protection in the workplace. Besides the dangers it will cause, on the civilian side there are also liability issues that have arisen concerning employee rights and workplace safety. There are laws passed at both the state and federal levels that allow United States citizens to carry concealed weapons as long as they retain a permit to do so. However, many businesses do not allow their employees to carry weapons on their persons, in their vehicles, or in their offices. The purpose of this paper is to state why citizens should not be allowed to carry concealed weapons in their workplace, the regulations that allow both employees to obtain weapons at work and the laws that refrain them from doing so. A common issue with concealed carry permit holders is deciding whether or not you can/should carry your gun at work. One’s place of employment is typically one of the top 3 places where you spend your time. There are also many issues that can affect other people’s decisions to turn violent (money issues can lead to desperation or anger in some people and situations). While the issue is extremely complex, you can usually boil the issue down to three factors. Does the law allow you to carry at work? The law usually leaves that decision up to the employer...
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...acquiring another firm, the reason for selecting that business combination method, and how the purchase will grow the business. I will also analyze the accounting requirements for the business combination method I selected and how I determined goodwill was impaired and the financial impact of such impaired goodwill. The business combination method I selected is the acquisition method. Business combinations have implemented the newly created accounting treatment called the “acquisition method.” The major changes in the acquisition method include changes to fair value measurement, goodwill recognition, and non-controlling interests. In acquisition method, the parent company reports the net assets of the acquired company at the price that it was paid for. This price includes any cash payment, the fair market value of any shares issued, and the present value of any promises to pay cash in the future. A key point of the purchase method is that the parent consolidates the book value of all the subsidiary’s assets and liabilities and then the fair value, broken down between Net Book Value and Fair Market Value increments, of the subsidiary's assets and liabilities are added to the parent's own assets and liabilities. The parent and the subsidiary prepare their own separate financial statements because they are two separate legal entities. The parent also prepares consolidated financial statements by combining the separate financial statements of both the parent...
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...THE IMPAIRED EMPLOYEE AND LIABILITY 2 Ethical Considerations According to Frank (2000), ethics is the “process of determining what one considers right and wrong” (p. 45). Right and wrong are subjective concepts that vary according to culture, moral climate, and individual circumstance. What one may see as right in one situation may be absolutely wrong in another. (Frank, 2000). To make a decision ethically on the hiring of the first candidate we must consider the actions of right and wrong. One ethical consideration as a health care executive is rather or not we are considering the needs of the individual, the organization or society. As a leader we must consider the organization’s commitment to ethical decision making through its mission or value statement and the organization’s code of ethics and leads in a manner that sets an ethical position for the organization. Secondly another ethical consideration being involved in making a decision we must consider a few ethical principles, justice and fairness. Justice is about what is fair. So you will need to balance the need for hospital against the need to hire the first candidate who is more than qualified but has a liability that may at some point interfere with his ability to work, but make the decision on the basis of what is fundamentally fair. The third ethical consideration is standing up for one’s principles and doing the right thing should be a foundation of actions and decisions of leaders. Written policy...
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...Taylor Hagans DeVry University Financial Statement Analysis of Apple, Inc. 10/14/2012 Question 1 | |2010 |2009 | |Property and equipment, net | 4,768 | 2,954 | |Depreciation expense | 1,027 | 734 | |Cash flow: | | | |Depreciation | 1,027 | 734 | |Loss on sale of property and equipment | 24 | 26 | |Sale of property and equipment | | | |Purchase of property and equipment | 2,005 | 1,144 | |Capitalized cost of property and equipment | | | |1. Purchase cost | | | |2. Delivery cost | | | |3. Costs to make PPE ready for its intended use |...
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...walked from one area of the mill to another, a forklift hit and severely injured him. After receiving workers’ compensation benefits, the plaintiff brought an action against Swanson Group, Inc., which owns Sun Studs. The plaintiff alleged that Swanson was liable for negligently failing to require Sun Studs to provide a safe workplace and competent safety personnel. Issues Is the providing of worker’s compensation for the injured plaintiff by the defendants an exclusive remedy? Was the defendants’ negligent under the Employers Liability Law by not providing safety measures to the plaintiff? Rule Did the defendants breach the duty to provide a remedy for the injured plaintiff? Did the defendants breach the duty to provide safety measures under the Employers Liability Law? Analysis NACCO Material Handling Group, Inc and Swanson Group, Inc. owed a duty to provide a remedy in the form of worker’s compensation for the injured plaintiff based on business and federal requirements that it did provide. NACCO Material Handling Group, Inc and Swanson Group, Inc. also owed a duty to the plaintiff to provide safety measures under the Employers...
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