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- Employee Absence Joan, an employee of Great American Market, was warned about her excessive absenteeism several times, both verbally and in writing. The written warning included notice that "further violations will result in disciplinary actions," including suspension or discharge. A short time after the written warning was issued, Joan called work to say she was not going to be in because her babysitter had called in sick and she had to stay home and care for her young child. Joan's supervisor, Sylvia, told her that she had already exceeded the allowed number of absences and warned that if she did not report to work, she could be suspended. When Joan did not report for her shift, Sylvia suspended her for fifteen days. In a subsequent hearing, Joan argued that it was not her fault that the babysitter had cancelled, and protested that she had no other choice but to stay home. Sylvia pointed out that Joan had not made a good-faith effort to find an alternate babysitter, nor had she tried…Employee Absence Joan, an employee of Great American Market, was warned about her excessive absenteeism several times, both verbally and in writing. The written warning included notice that "further violations will result in disciplinary actions," including suspension or discharge. A short time after the written warning was issued, Joan called work to say she was not going to be in because her babysitter had called in sick and she had to stay home and care for her young child. Joan's supervisor, Sylvia, told her that she had already exceeded the allowed number of absences and warned that if she did not report to work, she could be suspended. When Joan did not report for her shift, Sylvia suspended her for fifteen days. In a subsequent hearing, Joan argued that it was not her fault that the babysitter had cancelled, and protested that she had no other choice but to stay home. Sylvia pointed out that Joan had not made a good-faith effort to find an alternate babysitter, nor had she tried…Employee Absence Joan, an employee of Great American Market, was warned about her excessive absenteeism several times, both verbally and in writing. The written warning included notice that "further violations will result in disciplinary actions," including suspension or discharge. A short time after the written warning was issued, Joan called work to say she was not going to be in because her babysitter had called in sick and she had to stay home and care for her young child. Joan's supervisor, Sylvia, told her that she had already exceeded the allowed number of absences and warned that if she did not report to work, she could be suspended. When Joan did not report for her shift, Sylvia suspended her for fifteen days. In a subsequent hearing, Joan argued that it was not her fault that the babysitter had cancelled, and protested that she had no other choice but to stay home. Sylvia pointed out that Joan had not made a good-faith effort to find an alternate babysitter, nor had she tried…
- Choices: For the Employer, For the worker/employee, or for another person. 1. Comply with occupational safety and health standards including training, medical examination, and where the necessary provision of protective and safety devices. 2. Comply with the provision of this R.A. 110591 and in any regulations issued by the secretary of labor and employment. 3. Provide where necessary, for measure to deal with emergencies and accidents including first aid arrangements.Employee Absence Joan, an employee of Great American Market, was warned about her excessive absenteeism several times, both verbally and in writing. The written warning included notice that "further violations will result in disciplinary actions," including suspension or discharge. A short time after the written warning was issued, Joan called work to say she was not going to be in because her babysitter had called in sick and she had to stay home and care for her young child. Joan's supervisor, Sylvia, told her that she had already exceeded the allowed number of absences and warned that if she did not report to work, she could be suspended. When Joan did not report for her shift, Sylvia suspended her for fifteen days. In a subsequent hearing, Joan argued that it was not her fault that the babysitter had cancelled, and protested that she had no other choice but to stay home. Sylvia pointed out that Joan had not made a good-faith effort to find an alternate babysitter, nor had she tried…Case: Dismissal for constitutive act of sexual harassment against an employee Ms. Cruz was in her work area dispatching a patient file “standing and bent” when her supervisor “spanked her hip”. She expressed her indignation and told him that he had been disrespected and lacerated her dignity as a woman. This event occurred in the presence of several colleagues of Mrs. Cruz and around sixty (60) patients. The unwanted physical contact perpetrated by her supervisor towards that intimate part caused her to start crying and had to leave her work area to try to calm down. Since he could not get himself together, he requested authorization to leave his work shift early. Two days later, Mrs. Cruz returned to her place of employment and requested to be relocated to another area. On that same date, the department director interviewed her and drew up a preliminary report in which she described what happened. Later, and as a provisional measure, he relocated both Mr. Rosa and Mrs. Cruz to other…
- you had taken this disciplinary action against one of your employees. he goes to grievance panel an the panel order for reinstating the employeeEvaluate 2 medical leave benefits that are offered by the organization to its employees. Explain the advantages or disadvantage of each benefit. Which law favors employee medical benefits?Directions: Identify whose duties or rights are the following. Choose among the employer, employee or other person. Write A if it's for the Employer, B, if it is for the Worker/Employee, or C it it is for another person. 1. Comply with Occupational Safety Health Standards including training, medical examination and where necessary provision of protective and safety devices. 2. Comply with the provision of this R.A. 110581 and in any regulations issued by the Secretary of Labor and Employment. 3. Provide where necessary, for measure to deal with emergencies and accidents including first aid arrangements. 4. They shall have the right to report accidents, dangerous occurrences, and hazards to the people concerned. 5. The right to safety and health at work shall be guaranteed.
- assume that employees at Company Y have engaged in a strike thier employer is mot happy ans has dismissed all the striking employees. Advise the employees on the requirements for both substantive and procedural fairness for dismissalsAlice, an employee of ABC Incorporation, was warned several times about her excessive absenteeism both verbally and in written as well. The last written warning included notice that further violations will result in serious disciplinary actions that includes suspension or discharge. A short time after the written warning was issued, Alice called work to say she was not going to be in because her babysitter is sick and she had to stay home and care for her young child. Alice's supervisor, Martin, told her that she had already exceeded the allowed number of absences and warned that if she did not report to work, she could be suspended. When Alice did not report for her shift, Martin suspended her for ten days. In a subsequent hearing, Alice argued that it was not her fault that the babysitter had cancelled and protested that she had no other choice but to stay home. Martin pointed out that Alice had not made a good effort to find an alternate babysitter nor had she tried to swap shifts…15. True or false. congress defines an employee as an individual employed by an employer