¶ … legal principle of at-Will employees is one that I feel has both good and bad ramifications. On the good side, it allows employees to quit at any time and seek employment somewhere else. This can be a positive step if the employee feels that the job is not something he or she wants to continue for whatever reason. On the other hand, I think this principle could undermine the entire structure of the employer-employee relationship, giving it a sort of indeterminate or unstable footing. Depending on the nature the job or line of business, it might be beneficial for the employer and the employee to develop more of a relationship that is built on commitment so that both sides know that the other is fully invested -- sort of like a marriage. This sort of investment has ramifications, of course, beyond the mere business arrangement: it has societal ramifications. For instance, if an employer and employee negotiate a contract that is not at-will then this sets a tone for other employers...
It could end up that such a course runs civilization right back to a manner of work similar to the old world in which one entered into a guild of some sort and spent years as an apprentice. This would be like a way of life and an entirely new structure of work and society would unfold. With all of the legalism in today's legal proceedings, I would not be surprised to find a development of this sort at some point in the future as employers and employees become more close-knit, almost like families, in order to survive and thrive.
Mandatory Retirement The issue of Mandatory Retirement in Ontario is a controversial one. Implemented as a method by which employers may terminate or refuse to employ workers who have reached the "normal age for retirement in similar positions" (DOJ, 2004), the practice was designed to promote safety in certain occupations (those that may involve a compromise to public safety due to age-related performance factors), allow for staff renewal, especially in "tenured"
Human Resources Change Management A lot of organizations initiate change programs and action plans that vanish after a while but have had, it's hoped, some impact on performance, even though one cannot be sure. The first challenge when initiating change is to make sure that every employee understands that this business system is not an action plan; it's a faith that is about what should characterize a really good company, and there
Family Law Amendment (Shared Parental Responsibility) Act U v U [2002] HCA Over the years, the moral fibre of the society has continued to crumble. One of the most affected social units in the society is the family. Spouses exchange vows only to go back on their promise that 'till death do us part.' Children are often at the receiving end of such scenarios since family disintegration often has a negative impact
protect the privacy of the individual via EU Directive for Protection of Personal Data The internet revolutionized the human life as we know it. It established a culture of liberty aided by not just ingenuousness but also standardized protocols. This was achieved by transmitting the essential products for business-related growth, adopting a model of governance with no formal existence of regulations along with free availability of abundant software packages. This
Economic Motivators for Employers on Employment Rates for People With Disabilities in Atlanta Qualitative Research Quantitative Research Definition of Disability Statistics for Individuals with Disabilities Effects Of ADA On Persons With Disabilities Economic Motivators for Employers Hiring People with Disabilities Factors Affecting Economic Motivators for Employers Lack of Information and Knowledge Regarding Economic Motivators Misconception about Individuals with Disabilities Inaccessible Hiring Strategies Conflicts with Existing Programs Lack of Appropriate Planning and Difficulties in implementations Economic Incentive Programs Unemployment Among People with Disabilities Summary Conclusion CHAPTER
" The same trend is occurring in the public sector though not as quickly and not on such a wide scale. Currently there are just under 300 colleges, 150 city and county governments and 13 state governments offering their employees domestic partner benefits that are equal to the benefits provided to their married employees. One of the benefits of including domestic partners in company benefit packages is that it helps to boost
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