Probationary Employees: Case Study
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The recruiting chief told him that it was a mistake and would settle, and accept the offer now. When the increase was not given, Schoenberger resigned and filed a claim to recover damages for the contract The court of first instance ruled in favor of CTA and Schoenberger appealed. Issue The problem is that a new employee was offered a raise a promised time but the person who offered it was only a manager an employee of CTA, which, he did not have the authority or the power to do so.
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Summary of the Facts In TurnAround Couriers Inc. v. C.U.P.W. (2012), TurnAround Couriers Inc. is the Applicant, and The Canadian Union of Postal Workers is the Respondent. This case comment refers to a Federal Tribunal’s jurisdictional ability to hear a labour dispute concerning a courier company. TurnAround Couriers Inc. (“TurnAround”) is a Toronto-based “same-day” courier service that was established in 2002 and operated as a for-profit corporation. TurnAround’s primary business transactions included courier delivery by foot, bicycle and subway. Car delivery was also available but was outsourced through a separate company.
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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.
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The City of Houston then filed a timely appeal stating that they did not receive timely notice of the alleged violation and that the liability of Bozeman should rest with Bozeman and not be imputed to the City as having been notified of the complaint allegations. 5. Main issue: Does notifying an immediate supervisor who is not considered “upper management” satisfy the requirement of notification to the agency that in turn creates a situation of vicarious liability to the agency if they do not act on the alleged complaint? 6. Court Deciding:
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Even with all the hard work, the service would still decline. In the letter "Server Wages Cannot Be Increased," it says that customers would also have longer waits and more errors would be made. For example, it says that most employees would be laid off so they wouldn't have enough working and those other servers still working will have to work way
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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.
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I am in favor of the Petitioner in the name of Rebecca Friedrichs who supports the idea of overturning the precedent Abood v. Detroit Board Education where the Supreme Court ruled that public agency shop arrangements are constitutional. Public-sector agency shop arrangements aren’t completely incorrect in regards to the subject of having the right to represent since they do have the “legal duty to represent all workers” (“Supreme Court takes case on ‘fair share’ union fees,” 2015). It explains how they do have the constitutionality behind representation and also behind their practices (Abood v. Detroit Board Education) yet regarding their actions, it doesn’t mean that the ruling in Abood v. Detroit Board Education should’nt be overturned especially considering unions require nonmembers to pay “their fair share of fees” for bargaining costs despite the
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In the Oubre v. Entergy Operations, Inc. Case, Dolores Oubre the plaintiff was a scheduler at power plant in Killona, Louisiana, which is run by Entergy Operations, Inc. (the defendant). In 1994, Oubre’s employer gave her two options: she can either improve her job performance or accept a severance pay. While accepting the severance package, Oubre signed a document that released her employer Entergy of all claims. Although the employer Entergy Operations was released of all claims, it failed to meet specific standards or requirements for a release under the Age Discrimination in Employment Act (ADEA), as decided or set forth in the Older Workers Benefit Protection Act (OWBPA). In procuring the release, Entergy failed to comply in at least three respects with the requirements for a release under the Age Discrimination in Employment Act, as set forth in the Older Workers Benefit Protection Act: It did not (1) give Oubre enough time to consider her options, (2) give her seven days to change her mind, or (3) make specific reference to ADEA claims (Twomey, 2013, p. 548).
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explaining the reason for the disqualification on the eligibility and allotment of the remaining household members . Although Cal-Fresh has helped lower the poverty rate from 16.9 percent in 2012 to 16.6 percent in 2013, about 41.8 percent of Californians were poor or near poor . In November 2013 five billion dollars was automatically slashed from the federal Cal-fresh program, affecting 47 million Americans, because of this funding cuts, a family of four lost about 20 meals per month .
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8. Describe who was in the same or similar situation as you and how they were treated Better A. Union Member Robert Godzik Maintenance # 3 was approved for 5 Bereavement days in the death of a step father in law which isn 't in contract .However Two years ago Ladonna Hrabak maintenance #1 with 20 years service wasn 't approved for 5 Bereavement days when her step grandfather and the only grandfather she knew died . My uncle died 3 years ago and lived in Florida I wasn 't awarded 1 Bereavement day for the funeral. B. Union member Joyce Mihalic Maintenance#1 is aloud to start early on weekends.
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The company wanted over 5,000 workers to come and work on the railroad, but they only had 600 on the list of payroll by 1864. (“Workers of the Central”). The ratio between 600 and 5,000 workers is a dramatic difference so the workers had to work about eight times harder and
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William took the paper. “What’s this?” “It’s from my superintendent. She sent out next year’s salary agreements.” William read the paper.
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The cuts were met with strikes and violence, but the railroads fought back with even more pay cuts, like the Pennsylvania Railroad lowering all wages by ten percent. A few months later, the same rail line decided it would double the length of all eastbound trains but kept the same amount of workers. The employees
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Administrative and Technical Support paygrade would be at GS-5-GS-7. Using this method as a paygrade scale this will then show who is placed where in the right pay grades and over time they can level up or level down depending on their increase of skills or decrease of skills over a years’
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