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Ethical and Unethical Business Practices
Ethical and Unethical Business Practices
Importance of unethical behavior in business
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Tejon Ranch Co. is one of the largest pieces of privately owned property in the nation (270,000 acres). On February 11th, a 186 page complaint was filed. The lawsuit filed against the company alleges that officials of the company (i.e. president, HR director, CEO, Director of Hunting and Equestrian Operations, etc.) were involved in discrimination, harassment, wage theft and unethical patterns of action that terminate careers and create miserable workplaces in order to get employees to quit. Allegations Made Against Tejon Ranch Co. Included: • Denial of meal and rest breaks. • Denial of overtime pay in response to employee transgressions. • Self dealing activities and “kick backs.” The lawsuit claims that in Tejon’s day to day operations, …show more content…
She was the company’s payroll and benefits coordinator. She had difficulty working with Spar and noted in the lawsuit that she frequently had irrational outbursts; particularly when she felt something made her look bad on the job. While on the job, Ayon discovered that an employee who was a friend of Spars misused the company credit card and was possibly stealing from the ranch. Ayon also saw evidence that Spars misused the company funds at times. According to the lawsuit, when she brought her concerns regarding the misuse of company funds/theft from the company to Spars, her concerns were dismissed and Spars was angry with her for bringing it up at all. This situation was followed by a sudden change in behavior on the part of the HR director who suddenly began yelling at Ayon and ridiculing her in front of her co-workers. Soon afterwards, Spars told Ayon to go the company’s workers’ compensation doctor for hives, nightmares, headaches, etc., but he advised her that the stress was not work related (Jan. 2015). But while he deemed the stress not “work related,” he also did not release her to return to work due to “extreme stress.” Ayon returned to work in the summer of 2015 at which point she was given back her job duties plus additional duties. She was also asked to complete payroll entry in one day rather than the week she was formerly allowed for the process. As the company continued to require Ayon to finish all her normal job duties plus the additional job duties they added as soon as she arrived back on the job, she became extremely stressed once
Raven’s Head Ranch was a gated community in Illinois that was self-governed by volunteers who made up all of the committees that made the decisions for the community. This specific case was brought about when a select few proposed a fire department for the town. Over the course of about two years, members of certain committees utilized their membership or leadership in other committees to achieve their wants for the community fire department. Internal controls of the community of Raven Head Ranch are brought into question if there was a legit system or if it was utilized to its potential.
...e terms and conditions the job entailed. I believe that Wal-Mart did accommodate Pam Huber’s disability needs by suggesting to her a different position to work in due to her downfall. If the company caused for her accident then they should accommodate for her disability and keep Pam Huber in her position but due to the fact that the accident happened on her own terms I do not think the company should be reliable for her disability and therefore Pam Huber should either accept and make the most out of her situation or leave the company. Based on all these factors I am defiantly in agreement with Wal-Mart and the district courts decision on ruling summery judgment in favor of Pam Huber.
What uncompensated work did the plaintiff claim she performed? What should the district court have done with the statement of another employee that the plaintiff did not engage in work prior to her official start time?
High Sky Children’s Ranch is a 24-hour residential care and treatment facility and is licensed through the Texas Department of Family and Protective Services as a Child Placing Agency. High Sky strives to provide quality care and treatment for children who have been abused, neglected or troubled. High efforts are shown towards restoring the family unit or preparing the child to live independently when they age out of the system. There are many programs within High Sky and all programs are implemented to provide a structured environment by using structured behavioral management. Children placed in the care of High Sky are helped with integrating into a natural home setting and taught how to be a productive and independent adult. High Sky strives to bring caring and healing into the lives of children and families as well as give them tools and skills to live a creative and productive life (Personal Communication, 2013).
through a public way online, which seemed very unprofessional. I think the outcome of her getting fired
Nurse finders later assigned Drummond to work at a Kaiser facility as a medical assistant. The Plaintiff Sara Montegue was a medical assistant at Kaiser. Drummond and Montague had a disagreement, Montague didn’t think it was much of a big argument to report it. Both Drummond and Montague had a discussion about misplaced lab slips where Drummond raised her voice. A few weeks after the discussion, Montague left her water bottle at work. Montague later drank from her water bottle and her tongue and throat started to burn and she vomited. Drummond admitted that she had poured carbolic acid found in a Kaiser examination room into Montague’s water
The King Ranch The King Ranch, 825,000 acres right here in the great state of Texas! The King Ranch started as a small cow camp in 1853, no one knew how big it would soon become in later years. Richard King started the small camp with 15,500 acres, the ranch is now 825,000 acres full of some of the finest cattle and horses in the world. Each year, more than 35,000 people go to Kingsville, Texas to visit the ranch.
Diana Ross case, the court should rule in favor for Gail Davis. In my opinion, the letter could be interpreted as libelous. The combination of expressed dissatisfaction with Davis’ work habits, her erroneous inclusion among a group of people who had been terminated, and the recommendation to not hire her, could be viewed as defamatory. Nevertheless, the court dismissed the lower courts view, that the statements were mere opinion, rather than purported fact. Since the letter claimed to be based on facts and was distributed to others, it was not a mere personal opinion. Additionally, the case was remanded, therefore, the court did not consider the issue of qualified privilege, which is another defamation defense that is often relevant in work related defamation actions Walsh, 2013. P. 153). Presumably, the unsolicited distribution of the letter with its recommendation not to hire, could be viewed as both malice, and as an overly broad publication. The failure to verify the simple fact that Gail Davis had not been fired, could also be viewed as reckless disregard for the
Plaintiff Debra Denise Gregg filed a sexual harassment suit for violations of Title VII, and the District of Columbia Human Rights Act against Hay-Adams Hotel. She sought $1,000,000 in compensatory damages and $1,000,000 for damages resulting from emotional distress and $1,000,000 in punitive damages. Plaintiff Anthony Gregg brought the claim for damages resulting from loss of companionship and consortium in the amount of $1,000,000. The judges dismissed the case on the grounds that the plaintiff’s accounts lacked consortium and that the facts did not support her claims for emotional distress and punitive damage.
A. Define the Problem Natureview Farm, Inc. (Natureview), a small yogurt company founded in 1989, produces and markets yogurt using natural ingredients and a distinct manufacturing method that yields a smooth, creamy texture without adding artificial thickeners. As a result of this emphasis on natural ingredients, the brand has established a reputation for high quality, great tasting yogurt and is the leading natural foods brand of refrigerated yogurt. Natureview’s yogurts – available in twelve flavors in 8-ounce cups, four flavors in 32-ounce cups, and multi-pack yogurt products – are distributed nationally and the company shares leadership in the natural food channel. In 1999, the company’s revenues grew from $100,000 to $13 million; however, despite Natureview’s success and well-established brand, the company has long battled to preserve a steady level of profitability. In 1996, Jim Wagner was hired as chief financial officer and was able to successfully achieve steady profitability for the company.
Gartner-Denowh Angus Ranch (GDAR) is located just on the outskirts of Sidney, MT, a close-knit family run ranch that focuses on raising efficient and functional cattle bred for the commercial cattle operation. GDAR began in 1957 when Joe Gartner and Russel Denowh bought 20 head of registered Angus cows from a dispersion sale in Montana. In 1974, Denowh and his son, Mickey, bought out Joe Gartner but kept the commercial name. At this time of the GDAR's life, they were calving about 150 cows and selling around 60 bulls per year. Russell's other son, Paul, joined the operation in 1984.
Found in the case study entitled, Promotion from Within at Citrus Glen, is a staffing process concern. The Citrus Glen Company, based in Florida, is a juice producer that supplies orange and grapefruit to food processors, grocery stores, convenience stores and restaurants in the United States. With rapid growth over the last few years, the HR vice president, Mandarine “Mandy” Pamplemousse, has been worried about how to staff the ever-expanding array of positions for Citrus Glen. Her concern is how to hire and promote enough individuals who are qualified for the needed positions. When Mandy is trying to staff internally, she uses a contractor based in Charlotte, NC called, Staffing Systems International (SSI). When positions become available that are appropriate to staff internally, she sends a group of candidates for the position to SSI to participate in the assessment center. The candidates are in the assessment process for three days. Mandy receives the results with recommendations, a few days after
This case examines issues of asset control for Ben & Jerry’s Homemade, Inc., in light of the outstanding takeover offers by Chartwell Investments, Dreyer‘s Grand, Unilever, and Meadowbrook Lane Capital in January 2000.
The WLC’s innovative environmental design, water conservation strategies and requirements for the cleanest diesel technology available make it a model project. For Riverside County, the biggest concern was Gilman Springs Road, a two-lane county road at the project’s eastern boundary that county officials say already is overburdened and would see an additional 6,019 cars and 420 trucks a day with the logistics center [source]. The South Coast Air Quality Management District and a coalition of environmental groups led by Earthjustice, a Los Angeles environmental firm, say they are continuing with their legal challenges. Penny Newman, executive director of the Jurupa Valley-based Center for Community Action and Environmental Justice, one of the groups suing, said the two county agencies’ concerns were limited to traffic impacts but the project has many other problems
The core issue in this case is about how Wal-Mart de Mexico covered a vast bribery orchestrated by government officials, authorities, and executives from Mexico. Wal-mart de Mexico perfected the art of bribery by using fraudulent accounting and building stores so fast by getting zoning maps changed and making environmental objections disappear. Wal-mart de Mexico’s executives bribed government officials to aid in getting permits faster, since this is a process that typically takes months to complete. However, the company’s executives managed to get them materialized in days. Bribes were also