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Question 1

What are the pros and cons of the Family Medical Leave Act? What benefits does the Act provide for employees? Should it be expanded or eliminated? Has it been abused? Research articles and cases involving the Age Discrimination in Employment Act. Has the Act been successful in eliminating this type of discrimination? When is it acceptable to downsize only older workers?


Question 2

Duties of Agents and Principals

Without relying on our textbook, please research the duties of both agents and principals to one another and to the general public. For example if an agent becomes aware of an investment opportunity which his principal (employer) might be interested in, must he/she first inform his principal/employer of that opportunity before investing personally?


Question 3

Liability of Principals and Agents to Third Parties (Disclosed, Partially Disclosed and Undisclosed Principals)

Without relying on our textbook, please research the liability of principals and agents to third parties when there is a disclosed, a partially disclosed or an undisclosed principal.

QUESTION 4

Please write on only the PROCEEDURE FOR THE FOLLOWING CASE Case 2 with its respective reference.


Question 5

Please using the the guidelines for earlier projects

Analyse the case of " Coker v. Pershad.The laws we looking at this week are

Chapter 15: Agency Law

Chapter 19: The Employment Relationship

Chapter 20: Laws Governing Labor-Management Relations

Chapter 21: Employment Discrimination Please resaerch the case and apply the necessary law from the list above and cite from the book submitted earlier, Please reach out for any further info.



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Explanation & Answer

Attached.

OUTLINE

1. INTRODUCTION
2. BODY
3. CONCLUSION
4. REFERENCE


Running Head: LAW

ETHICS AND LAW
STUDENT NAME
COURSE TITLE
INSTRUCTOR
DATE

LAW

2

Question 1
The FMLA has both the constructive and destructive effects on the user. Constructively,
FMLA limits the level of the anxiety to the employees because whenever one breaks for a
particular illness or cares for the sick, the FMLA will always secure the job. As a result, the
employers in turn gain since the victimized employees will have improved morale due to
alleviated worries about the ailments of their loved ones. It also enables the workers to maintain
their medical insurance as well as the health coverage when they mostly required them. It
provides room for the recruits including those intending to improve their families. Destructively,
FMLA involves the leave time with no payment; therefore, it forces one to plan financially
before taking leave. Moreover, the Act states that you cannot be terminated when on vacation,
however, the government does not implement the act, so the job guarantee is unknown because
no law cases viable in this situation. The employer, on the other hand, would suffer low
productivity when the employee is out unless a replacement is found. To the employees, the Act
states that their jobs are safe even when they are attending to sickness cases. This procedure
leads to the reduction of the stress cases. The managers thus should introduce the FMLA scheme
that deals with the employees who are abusing the Act by taking advantage of the certification
thus making those workers responsible. The ADEA has barred the issue of age injustice in the
work field. However, in cases where active employment is required, the older employees would
be exempted since they are less active and vulnerable to sicknesses.
Wilcox, K. C., & Youngsmith, D. M. (2017). Overview of Equal Employment Opportunity
Laws. California Employment Law, 2.

LAW

3

Question 2
For the efficacy of the contracted task, the principal and the agent must play significant
roles. The agent has to operate on behalf of its employer and must take charge of the whole
process in the manner that seems that the principal was the one controlling the procedure. The
actions of the agent have to be within the range as delegated by the employer. It should not
provide incompetent work that might lead to the contract violation. During the execution of the
tasks, the agent has to ensure that it is distributed diligently and with a lot of care. The agent as
well has to ensure that its concerns do not contradict the principal's .this will boost the
effectiveness of the contract because they will be speaking the same language. The agent thus
has to collect and quickly hand the finances over to the boss. There should be no contradictory
with the collections. On the other hand, the principal must recompense the agent as agreed
earlier. It should also consider covering its employee against any allege, liabilities and the
payments met in releasing the duties delegated to it. To the third party, the principle and its
contractor must account for the jobs and the actions.
Bosse, D. A., & Phillips, R. A. (2016). Agency theory and bounded self-interest. Academy of
Management Review, 41(2), 276-297.

Question 3
A disclosed principal arises when the agent's employee has identified that the agent is
acting on behalf of the principal who has even seen the party's personality. In this condition, the
principal is held entirely responsible for the party's actions while the agent becomes
irresponsible. The trial court will thus take into consideration the concern of the party that majors

LAW

4

on the principal's assets. Moreover, in an undisclosed principal, the third party has not
recognized that the agent is the principal's employee. In this case, the principal authorizes the
agent to work and will be responsible for the agent's employee only if there exists a written
...


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