Business
Business, 18.09.2019 08:50, robert7248

Aperson who is the subject of an employment termination report is entitled to

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Advanced Placement (AP), 12.07.2019 19:30, diontna29
Osha recognizes all these workers’ rights except: working with employers to identify and correct workplace hazards filing complaints with osha about hazardous workplace conditions appealing their termination of employment for violation of safety policies seeking safe workplace conditions without threat of discipline or termination
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Business, 19.08.2019 17:20, maribel234
What is the most common termination statement in a typical franchise agreement? a. that the franchise can be terminated within ten days' notice. b. that the franchise can be terminated "for cause" with grounds for termination. c. that the termination must go to arbitration. generally, the termination provisions of contracts are more favorable to the franchisee than to the franchisor. a. true b. false termination provisions of the franchise contracts may mean that the franchisee, who normally invests substantial time and financial resources in making the franchise operation successful, receives little or nothing for the business on termination. a. true b. false
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Business, 16.10.2019 01:10, nadia74
Catherine works for blucorp, which has an employee handbook stating that employees will be terminated for good cause. blucorp's manager fires catherine one morning and when asked the reason, stated that he did not need a reason since they live in a state that has employment-at-will. if catherine wins her lawsuit against blucorp, it is because of the a. contract exception to employment-at-will b. illegal termination statute c. public policy exception to employment-at-will d. tort exception to employment-at-will
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English, 18.10.2019 23:00, klafleur18
Historically, relations between workers and employers in the united states have often been characterized by the employment-at-will doctrine, according to which the duration of employment is determined by the employer and the grounds for termination are limited only by the provisions of contracts and specific statutes. many state courts and legislatures have reevaluated this doctrine and have modified it by expanding the concept of wrongful termination, thereby increasing employer liability. some economic theorists suggest that such changes tend to reduce employment in states that enact them, because protecting workers against wrongful termination raises the cost of labor to employers: firms will tend to spend more time and money screening potential employees, be reluctant to terminate less-productive workers, and incur greater legal expenses. in a study that took into account differences among states, researchers dertouzos and karoly concluded that states with wrongful-termination laws experienced a two percent to five percent drop in their employment rate as a result of adopting these laws. they also found that the impact on employment appears to be smallest in manufacturing, where unions have already institutionalized similar protection, and in small firms, perhaps because those firms' lesser ability to pay damages makes it less profitable for employees to file wrongful-termination lawsuits against them.the passage suggests which of the following regarding wrongful-termination lawsuits? (a) states that do not implement wrongful-termination laws will probably see an increase in wrongful-termination lawsuits. (b) it is less profitable to file wrongful-termination lawsuits against unionized companies than against companies without unions. (c)a wrongful-termination lawsuit is less costly to a company than continuing the employment of an unproductive worker. (d)obtaining financial compensation is an important motivation for filing wrongful-termination lawsuits. (e)those who file wrongful-termination lawsuits are likely to be awarded larger settlements under the employment-at-will doctrine than under wrongful-termination laws
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