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An essay on alternative dispute resolution
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An essay on alternative dispute resolution
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Facts of the case: Imagine you are an HR manager and your boss and owner of the company, Bill, comes to you suspecting his assistant, Paige, is stealing money from the company. Bill would like a polygraph test conducted to see if Paige is stealing from the company. He would also like you to conduct electronic surveillance on Paige’s work e-mail for anything suspicious.
Additionally, Bill mentioned, “Paige is on Facebook. I know you are, too—why don’t you ‘friend’ her on Facebook and see what information you might find out.”
You have heard rumors of a potential romantic relationship between Bill and Paige (Colorado State University-Global Campus, 2014b).
Questions: 1) Discuss all legal and ethical issues with which you are faced in this situation. 2) Assume Paige discovered Bill’s suspicions and that she is not stealing from the company. She feels extremely uncomfortable at work now as a result and wants to quit, but she needs the money. What should Paige do? 3) How should Paige approach any legal cause of action, and what is that cause of action? Should she commence litigation, or is another alternative more preferable? 4) Explain how she should resolve this dispute (Colorado State University-Global Campus, 2014b).
Legal and Ethical Issues
1) Discuss all legal and ethical issues with which you are faced in this situation (Colorado State University-Global Campus, 2014b).
A variety of legal issues, including intentional infliction of emotional distress (IIED) (defined as “[e]xtreme and outrageous conduct that intentionally or recklessly causes severe emotional distress to another person” (Colorado State University-Global Campus, 2014a, p. 2)), sexual harassment under the hostile work environment doctrine of Title V...
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The ethical question is whether or not it is right to default on a legitimate bill that is owed. The bill is legitimately owed, and the company may fold if they default on this bill. Johnson printing was essential to the ongoing success of the PLB- shouldn’t that support be reciprocated.
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Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2014). Fundamentals of human resource management (5th ed.). New York, NY: McGraw-Hill Education.
Apply one ethical principle to your assigned case. You may use the definitions (Week 1) or obtain information from an article or book. Give specific details as to why this principle applies to your
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Initial contact came the moment he caught my eye during cross-country. I perceived immediate attraction and my friends began referring to him as Paige’s crush. Similarity of interests connected us and provided opportunities for interactional contact through high school soccer. The relationship developed from afar as we watched and learned about each other through the proximity of our neighborhoods, living only a mile apart. Exhilarating, heart-pumping rushes of emotion overwhelmed me each time John called. Showing Interest, John pursued me and wanted to spend time together. Our personalities meshed. Uncontrollable Duchenne smiles took over when I saw or thought about him. Team dinners required no need to speak because our nonverbal communication and eye contact said it all, demonstrated by winks and silly faces. By the end of the summer we were bound and officially dating.
This article is about employment related sexual harassments that have been increasingly dramatically and has been an important ec...
Harassment and discrimination can affect a business in many ways. Having a history of harassment and discrimination claims can damage a business’ reputation and affect its bottom line. It can cost the business current and future clients as well as investors and employees. Depending on the gravity of the claim(s), the process of settling the claim(s) can take anywhere from months to years. Meanwhile, the cost of the settlement and other fees continue to add up. A business might have to compensate the affected parties besides paying court fees and lawyers. The EEOC has seen a rise in monetary rewards from 7.5 million to 24.3 million (Glazer, 1996) However, all of these can be avoided by properly educating employers and employees about their rights and what harassment and discrimination entails.
Suffield, L., & Templer A. (2012). Labour Relations, PH Series in Human Resources Management, 3rd Edition