Employment Law:MGT555 (1) Paragraph each response to my my post MGT555-2401B-02

Employment Law:MGT555 (1) Paragraph each response to my my post
MGT555-2401B-02
Veronica Bowens Brown
Reply
RE: UNIT 1 – DISCUSSION BOARD
Jami, your post really helped me understand why people are mindful about what they do and say at the workplace. The workplace can be a very unsafe place sometimes. Rules applies to everyone. That means everyone has to be on their best behavior at all times.
In some instances the rules differ depending upon what is going on. Only in this case everyone was not treated well. Or even fairly. This called for actions to be taken. Equal opportunity is a true thing. This was clearly stated. In the end justice must be served. Awesome post Jami! I look forward to reading more in the near future, but until then. I will always appreciated word and knowledge of my peers, fellow classmates.
Veronica Bowens Brown
JM
John Mcrae
INSTRUCTOR:Hello Jami. Welcome to the course. Your post is comprehensive and thoughtful. If you were the employer in this matter, what defenses would you offer?
Denise Francis
RE: UNIT 1 – DISCUSSION BOARD
Hello Jami,
It appears that Linda has several potential legal avenues to explore in response to her termination. I think the main one would be Wrongful Termination: Linda could argue that she was wrongfully terminated for refusing to carry out an illegal activity, which would violate state law regarding staff-to-child ratios in childcare facilities. This argument is strengthened by her history as a high-performing employee with no prior conduct issues.
Overall, Linda has strong legal grounds to challenge her termination, particularly considering her tenure with the company, positive performance history, and the circumstances surrounding her dismissal. Seeking legal counsel to assess her options and pursue appropriate action would be advisable in this situation.
Christina Jamison – (2) Paragraph Response:
Linda was wrongfully terminated. Legally, wrongful termination means that the termination breached a contract or opposed state or public laws. In this case, firing childcare workers put the child-to-worker ratio at an unsafe level which opposed public law.
All states besides Montana have an at-will employment situation which means employers can terminate employees for any reason unless the termination violates a law (Benson, 2024). Although Linda is justified in filing a wrongful termination suit, I would recommend Linda demand a contract for further employment.
Linda’s company should have a termination procedure which includes an exit interview. During the interview, the employer could have explained the reason for termination even though her performance reviews were consistently high.
Finally, Linda could also file a retaliation suit against her employer on the basis that she was fired to punish her for not being in agreement with them. As an employee, Linda should be able to trust that her company is making ethical choices which are in line with all laws.
References
Benson, D. (2024, January 15). How to avoid legal liability for wrongful
terminations – ELH / HR4Sight. ELH / HR4Sight. https://www.employmentlawhandbook.com/human-resources/how-to- avoid-legal-liability-for-wrongful-terminations/
Griselda Santander (2) paragraph response:
Unit 1 Discussion Post
Several legal considerations are apparent in the case study involving Linda, and most relate to employment law and compliance with state regulations. It is possible for Linda to sue her employer for wrongful termination premised on the grounds of a public policy violation. Ideally, Linda refused to lay off childcare workers as directed, a move that was in adherence to state laws with regard to staff-to-children ratios (Rassas, 2022). This was in line with legal mandates meant to ensure the well-being and safety of children in such care facilities. Terminating Linda for refusing to fire these workers would go against state law, which might further constitute wrongful termination in violation of public policy.
Retaliation might be another potential cause of action because Linda was fired for refusing to participate in an illegal activity that would have otherwise contravened state regulations concerning childcare operations. Seemingly, the act of firing a staff member for refusing to go against an outlined law is considered retaliatory and can be the basis for a legal claim (Rassas, 2022).
Regarding the at-will employment aspect, while employers are allowed to terminate staff members for any reason or for no reason without warning, there are specific exceptions that must be considered. An example of such an exception is termination in violation of public policy, where the goal is to protect employees from being fired for reasons that society deems illegal or illegitimate (Johnson, 2018). For this reason, while the employer might have discretion as mandated in the at-will employment doctrine, firing a staff member for refusing to violate state law, can be considered a permissible form of at-will termination.
The employer’s defense to these issues might be limited, largely due to the linkage between Linda’s refusal to violate state law and her termination. Unless the employer can showcase a non-retaliatory or legitimate reason for her termination that is unrelated to her refusal to engage in the illegal activity, the employer’s defense might lose this case (Johnson, 2018). This case highlights the tension between the imperative to adhere to state laws, public policy considerations, and at-will employment practices.
References
Johnson, D. (2018). Employment at will: A state-by-state survey. Bureau of National Affairs (BNA).
Rassas, L. B. (2022). Employment law: A guide to hiring, managing, and firing for employers and employees. Aspen Publishing.
Accounting for Managers:ACG510 (1) Paragraph each response to my my post:
Kimberly Ford
ReplyRE: UNIT 1 – DISCUSSION BOARD
Fri 2/16/2024 10:43 AMLikere: Unit 1 – Discussion Board Like PostFlagre: Unit 1 – Discussion Board Flag Post
Hello, Jami. Thank you for your post. You gave a very thorough summary of the advantages of the accrual method. Basically, the accrual method gives an accurate representation of the company’s financial position and where the company should be financially. It shows money that is coming in to the comp even before it comes to show where the company should be financially. It allows a company to keep accurate records of the accounts payables and the accounts receivables so that it the health of the company can be determined. I agree that the disadvantage of the accrual method is that it is time consuming and it does require more detailed and accurate record keeping. The accrual method may also present a company as if it is doing well based on long-term data but actually the company could be struggling to meet its short-term goals.
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Tammie Merkel
INSTRUCTORReplyRE: UNIT 1 – DISCUSSION BOARD
Jami, thanks for the post. You are correct in that strong internal controls are needed to ensure the accounting information is performed with integrity.