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Melanio A. Fortin 5856695 Assignment #2 Diane Pardu v. Dual Power Solar Diane Pardu has been an employee for Dual Power Solar for 17 years and is was fired at the age of 49. During the 17 years of employment, Diane possessed an annual wage of $51,000, an additional $10,000 for commissions, and health care benefits. Diane performed very well as an employee for Dual Power Solar, as she is very rarely late for her shifts. Although Diane was late on March 18th, she provided a notice, but displaced dishonesty to her sales manager.
Name of Case: LaChance vs. Erickson Court: U.S. Court of Appeals, Federal Circuit, and the U.S. Supreme Court Parties and their roles:. LaChance, director, Office of Personnel Management petitioner; Erickson et al Responded Relevant facts: Federal employees made false statements to agency investigators with respect to their misbehavior. The legal issue(s) raised: The legal issue raised was that the respondents, federal employees were charged by their agencies because each of them made false statements to the agency investigators with respect to their misconduct.
First, Zapatha (plaintiff) was a former and manager for Dairy Mart (defendant). Zapatha worked there for almost 20 years, then he was fired, in May 1973. Zapatha wanted to own a business. He spoke to Dairy Mart about a franchise. On November 8, 1973, Dairy Mart accepted Zapatha's franchise idea and gave him a franchise agreement.
1. What was the legal issue in this case? What did the NLRB decide? This case is based on 26 former employees of MasTec Advanced Technologies, Inc. (MasTec), who sued the company alleging that their employment were terminated after an appearance on a TV news show, complaining about unfair new pay formula and the instructions to lie to the customers in order to meet with the telephone lines installations rates. As is mentioned in the textbook in the MasTec Advanced Technologies' case, the new pay formula indicate that the technicians would be paid $2 less for basic and additional outlet installations, but would earn $3.35 for each receiver they connected to phone line.
Cary, this is in response to your memo dated March 13, 2017 related to Frederick Brinkley and the Salvati v. Deutsche Bank class action he opted out of. You will recall that the Salvati case involved the allegation that McCabe Weisberg (debt collection law firm) charged bogus amounts for projected attorney fees in their foreclosure complaints. In the Salvati Complaint, McCabe Weisberg charged $1,450.00 to the foreclosure Defendant, the exact same amount they charged Mr. Brinkley in the April 30, 2012 Foreclosure Complaint they filed against him in Philadelphia. It appears that Frederick falls within the Salvati class definition, and his opting out preserved his claims. I believe we do not have any problems with the statute of limitations,
The plaintiff should be able to defend themselves if these hearings are provided. The cases mentioned relate to one another in that all of the plaintiffs were found to be untenured, with the exception of Preston Barbee in the case of Barbee v. Union City of Bd. of Ed. (2014). Also with the exception of Barbee, the decisions made by the court were justified in that none of the plaintiff’s rights were breached in any way. The employers of these plaintiffs were not subject to rehire them for the following school year.
This angered Marija even more, inducing her to tell her forelady’s boss. Hence she was consequently fired. The argument here is whether or not Marija had the right to speak out. The First Amendment gives her freedom of speech, but is it
It was only after the fact that Ms. Krabappel was told about the filing of her Complaint once the SBE filed a Motion to Dismiss Krabappel’s Complaint due to “the Compliant was so poorly and incompetently drafted.” This incompetency is a violation of Rule 1.1 of the Illinois Rules of Professional Conduct. As stated under Rule
Jeffrey Angstadt met all of the legal requirements to request FMLA and had every right to get the settlement that he did. He started working for Staples in March of 2007, it was not until September of 2010 that he informed his employer that his wife was extremely sick and need time off. At this point is when Angstadt should have been informed by his manager about FMLA and the proper steps to take in order to protect his job because he have been working at Staple already for 3 years, Staples employees well over 50 people, and his wife was medically verified as seriously ill. In addition to that, Angstadt worked for Staples for another two years before he was fired. As a whole Staples, Inc. and Staples Contract and Commercial, Inc. broke the law for not telling employees about FMLA once they was hired and also not having at least one poster about the act anywhere in the workplace.
Discussion Questions 1. How do you counter her charge? a. I counter her charge of retaliation being this basis of her layoff by presenting documentation showing she would have been laid off due to a Reduction in Force regardless of the suit she filed against me. 2. What data do you need to justify your recommendation?
she may not further exploit the system. A company large enough to hold more than a million people will not be permitted to have employees on government assistance
This way, I wouldn’t need to terminate her and employ another person who
Later, she was found in contempt of court and was arrested. This shows how “The Universal Declaration of Human Rights” are not being enforced and are being ignored in today’s world. Article 23 states, “Everyone has the right to work, to free choice of employment, to just and favorable conditions of work, and to protection against unemployment” (579). This relates to today’s society because of the many sweat shops around the world. Citizens from third world countries fall victims to unsafe and unfavorable working conditions because their bosses take advantage of them.
The employer may not want to accommodate the employee because it may jeopardize workplace safety, result in poor work performance, decrease professionalism in the
When it comes to equal opportunities in the matter of employment, article 16 says that there cannot be any discrimination based on
