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Scenario Summary

Carol Fern has been employed by Bainbridge Borough for 18 years as a tax clerk. The tax clerk position is part of the bargaining unit represented by Local 10 of the American Federation of State, County, and Municipal Employees (AFSCME). When Carol and her husband found out that she was unable to conceive, they decided to adopt a child. The Ferns were notified on April 22 that a 3-month-old baby girl was available and they could adopt her in three days. However, Carol told the adoption agency that she thought it was unfair to leave the company on such short notice because April was a busy tax season. Adoption was delayed until May 2. On April 27, Carol requested two weeks of paid vacation for May 2 to May 17. This request was granted. The day before she was to return from her paid vacation, Carol asked for 6 months of unpaid maternity leave. The request had to be approved by the Bainbridge Borough Council, which rejected the request by a 4-3 vote. However, the council did offer Carol two consecutive 90-day reasonable purpose leaves (amounting to 6 months of leave). On June 1, the following grievance was filed. According to Article X, Section 4.A—Unpaid Leaves, 5. Maternity on page 13 of the final agreement between Bainbridge Borough and Local 10: Maternity leaves not to exceed 6 months shall be granted at the request of an employee. Maternity leaves shall, upon the request of the employee, be extended or renewed for a period not to exceed 6 months. Relief or remedy sought: Granting of the just and deserved leave request. A Potentially Relevant Contract Provision A. Leaves of absence for a limited period without pay—not to exceed 90 days—shall be granted for any reasonable purpose. Extension to be granted with approval of Borough Council.

 

Your Role/Assignment

The Issue The union claims that the company violated the collective bargaining agreement by denying Carole Fern’s request for maternity leave. Carole Fern is clearly a new mother and is therefore entitled to the leave specified by the contract. The town argues that maternity leave is for mothers of naturally-born infants, not adopted children, and therefore, Carole Fern is not entitled to maternity leave. So, decide which one is correct: Does maternity leave apply to adoptive mothers or only to mothers actually giving birth?

Key Players

Carol Fern

Tax Clerk

I’ve served as a tax clerk for Bainbridge Borough for 18 years, and I am entitled to the same benefits as other workers in the company. The adoption process is very difficult, and when the opportunity arose for a baby, I needed to act upon adoption quickly. The last few years have been very stressful ones, and now I feel the need for time to adjust to becoming a new mother. I’ve provided many years of excellent service to the company. Why deny me the same benefit given to other new mothers in the company?

 

Town People

 

Maternity leave is only for mothers who give birth to babies. Why should companies have to pay for people to sit around at home while the company is left understaffed?

 

Sally Stevens

CEO of company

First, let’s make it clear that we understand the issue. However, it is important that the union and the arbitrator understand this grievance is not really about Carole Fern personally. The issue from our view is that maternity leave is for mothers of naturally-born infants, not adopted children. The company understands that Ms. Fern has been through a traumatic experience in not being able to conceive. The company also empathizes with Ms. Fern in her desire to have a family and to adopt a child. I would like to refer the union and the arbitrator to Webster’s dictionary defining the adjective maternity as intended for women during pregnancy or confinement. If maternity leave was given to adoptive parents, a woman could adopt a 17-year-old child and receive a year-long leave. This would make for a financial burden to the Borough. Finally, the Borough granted a 6-month reasonable purpose leave, which is appropriate for this situation. The company feels that Ms. Fern has been treated fairly as an employee and is requesting the arbitrator to deny this grievance.

 

Bob Smith

Union leader

The union contends that there are two reasons for maternity leaves. First, maternity leaves are necessary for the physical health and recovery of the mother. Second, the bond formed between mother and child is an important component of child rearing. The second reason is no less important for adoptions, and thus, adoptive mothers are entitled to maternity leave. I would like to refer the company and the arbitrator to a version of Webster’s dictionary defining the noun maternity as the quality or state of being a mother. Further, the language of the contract does not restrict maternity leaves to women who actually get pregnant, nor is it referred to as childbirth leave. Finally, maternity leave under the contract can get renewed for a total of one year, whereas the reasonable purpose leave has a maximum total of 6 months. Thus, the two are not comparable. We appreciate the Borough’s offer for a reasonable purpose leave. However, this type of leave does not fall under the language in the collective bargaining for a maternity issue. The union feels that Ms. Fern has not been treated fairly, and is asking the arbitrator to rule in favor of the grievant.

 

You have three areas of focus for this assignment.

1. As an attorney for Bainbridge Borough, develop a case to support the council’s rejection of Carol Fern’s unpaid maternity leave request.

2. As an attorney for AFSCME Local 10, develop an argument to support your client’s contention that the council’s rejection of Carol’s unpaid maternity leave request violated the collective bargaining agreement.

3. As an arbitrator, how would you rule? Why?

 

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Read this report to help answer the following questions : http://ww2.capsim.com/cgi-bin/CpCGIReports2011.exe?XM=1&studentkey=1060349&simid=C59559&Round=8&Report=CapCourier|AnnReport#production
Assume Andrews is paying a dividend of $1.38 (per share). If this dividend stayed the same, but the stock price rose by 10% what would be the dividend yield?
Select: 1

38.47%

34.63%

42.32%

2.60%

Assume Digby Corp. is downsizing the size of their workforce by 10% (to the nearest person) next year from various strategic initiatives. Digby is planning to conduct exit interviews to learn more about how they can improve in processes and increase productivity. The exit interviews are estimated to cost $100 per employee in additional to normal separation costs of $5000. How much will the company pay in separation costs if these exit interviews are implemented next year?
Select: 1

$155,190

$3,392,010

$1,396,710

$376,890

Your Competitive Intelligence team reports that a wave of product liability lawsuits is likely to cause Chester to pull the product Cure entirely off the market this year. Assume Chester scraps all capacity and inventory this round, completely writing off those assets and escrowing the proceeds to a settlement fund, and assume these lawsuits will have no effect on any other products of Chester or other companies. Without Chester’s product Cure how much can the industry currently produce in the Core segment? Consider only products primarily in the Core segment last year. Ignore current inventories. Figures in thousands (000).
Select: 1

6,619

6,889

7,867

8,335

3,927

13,238

9,313

In the month of March the Chester Corporation received and delivered orders of 201,000 units at a price of $15.00 for revenue of $3.015mil for their product Clack. Chester uses the accrual method of accounting and offers 30 day credit terms. By the end of May Chester had collected payments of $3.015mil for the March deliveries. How much of the collected $3.015mil should Chester show on the March 31st income statement and how much on the May 31st income statement?
Select: 1

$0.995mil in March;
$2.020mil in May

$1.508mil in March;
$1.508mil in May

$0 in March;
$3.015mil in May

$3.015mil in March;
$0 in May

 

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Summative Assessment: Strategies

Assignment Content

 

You have been told that the HR Director is pleased with the work you have completed for the organization and would like to take your contribution to the next level. She would like you to review several strategic reports on the organization and provide feedback on how you think Southwest HR should move forward.

 

Review the recommended sources in addition to your own research.

 

Compile a strategy recommendation to the HR Director to be used for company-wide decisions. Include the following information in your report:

窗体顶端

 

· Introduction

· An executive summary of the HR strategy project

· An analysis of current strategies and issues

· Identify the type of strategy Southwest Airlines is following.

· Identify 3 HRM implications for Southwest Airlines.

· Develop and justify business strategies for each of the 3 HRM implications.

· Determine an HR strategy.

· Conclusion

 

Use at least 2additional sources other than those provided below. Review the following sources to assist with your recommendation:

· Southwest Airlines case study on pages 101-102 of the text. (See Southwest Airlines Case Study)

Reference: Noe, R, Hollenbeck, J., Gerhart, B., & Wright, P. (2018). Human resource management (11th ed.). McGraw-Hill Education.

 

· SWOT report in detail on Southwest Airlines SWOT Analysis (See Attached)

Reference: Southwest Airlines Co SWOT Analysis. (2021). Southwest Airlines Co. SWOT Analysis, 1–7. https://web.s.ebscohost.com/bsi/pdfviewer/pdfviewer?vid=6&sid=e052f27e-414d-417e-85d4-4f55e6b159e6%40redis

 

Format your citations according to APA guidelines.

 

***Please use page # with in-text citations

Example (Noe et al, 2018, p. 101)

Example (Southwest Airlines Co SWOT Analysis, 2021, p. 5)

窗体底端

 

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For your convenience here are my tips again, – below:

You have been given the opportunity to create a detailed job description for your job, a former job, or a job you would like to move into.

1) Based on what you know about a job analysis, employment laws, and safe working environments, include the following categories:

a)     Job overview

b)     Responsibilities and duties

c)     Qualifications

(Dr. Vic’s Tips: After reading and reviewing all the information from the “LEARN” area within the Week 3 tab – all the chapters and video. You will want to also research the common and even legal portions of a typical job posting – look at several job postings to determine these common and even legal portions. Really review the Job Overview, Responsibilities and Duties and, Qualifications areas of your example job postings to notice and learn these areas from a real-life perspective. Please do not plagiarize your job description, it needs to be something you wrote for the job you have selected to write about from your current or past experience.

 

2) Explain how you determined the duties and qualifications for the job and which laws were considered when creating the job description.

(Dr. Vic’s Tips: please list elements of labor laws pertinent to the position such as, and for example: the FLSA, EEOA and Equal Pay Acts, etc.). Again, also, review all the information from the “LEARN” area within the Week 3 tab.

This assignment should be 2–3 pages and accurately reflect an actual job description in the workplace today.

NOTE: This assignment will be used as a basis for the remaining assignments in the course. Make sure you take this into consideration when doing the work for this assignment.  

Your assignment must follow these formatting requirements:

Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.

Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.

 

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Certified Specialist Intelligence (CSBI) Reflection Parts 1 and 2 of 6

In Week One, you will purchase CSBI study materials. This week you will focus on Domains I and II of the Certified Specialist Business Intelligence (CSBI) Study Materials.

Go to www.hfma.org (Links to an external site.)Links to an external site.

• Sign in with your username and password
• Click My Account
• Click My eLearning
• A new window or tab will open. Find the title of the course “Certified Specialist Business Intelligence” and click Launch/Continue to begin, and complete Domains I and II.
• If you have any questions with this process, contact HFMA’s Member Services at memberservices@hfma.org

 CSBI Domain I: Industry Understanding

• HealthCare delivery models
• Key healthcare drivers
• HIPAA/HITECH -PHI
• Terminology

Useful business intelligence requires people with the capabilities to inspect, clean, transform, and model data with the goals of highlighting useful information, suggesting conclusions, and supporting decision-making. We will reference HFMA’s CSBI course throughout this course. The CSBI course presents methods and tools for data review in support of effective information gathering and decision-making in healthcare organizations.

CSBI Domain II: The Business of Providing Healthcare Services

• The three business functions in the context of a healthcare provider organization
• Delivery of Healthcare: A multidisciplinary professional practice involving: clinical, finance, payers (others?); (internal stakeholder analysis; tied to data within each stakeholder channel)
• Understanding financial processes, data available and its use – financial & operational
  • Revenue Cycle
  • ABC costing
  • Productivity
  • KPI’s
  • Budgeting & Planning
• Understanding clinical work & processes, data available & and its use – financial & operational business management

During this course, you will spend two to four hours per week preparing for the CSBI exam, which will be taken in Week Six. As you prepare, you will reflect on what you’ve learned in the form of a journal.

A journal entry containing your reflections on the CSBI content should be submitted for each domain completed. This week, your journal should contain one page on Domain I and one page on Domain II, and should include the following information:

• Title Page according to APA formatting.
• Describe what you learned from the Domain.
• Describe how you may apply the information in your current or future career.

Carefully review the Grading Rubric (Links to an external site.)Links to an external site. for the criteria that will be used to evaluate your assignment.

 

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