Business Law Paper

In order for our hiring team to narrow our applicant pool down to three, we had to assess each applicant using our application rating sheets. To hire for FOH Manager, there was only enough time on selection

What was the candidate's attendance record? Was the candidate on-time and dependable? She is dependable, and on time for work.

Bell Microproducts, Inc. mailed to McGurn an offer of employment that stated that if McGurn were terminated without cause during the first 12 months of employment, he would receive a severance package of $120,000. McGurn crossed out 12 and replaced it with 24, and signed the contract. Bell did not acknowledge the change that had been made to the contract and hired the applicant. McGurn was terminated without cause 13 months later.

Before you ;can open the doors to your new business, you will need to choose a business entity. This will be your identity for tax and other legal purposes. The entity that you choose will determine how you are taxed, how much liability you have, and how you have to keep your records throughout the year. Your business entity will also dictate how large your business will be able to grow, if you can have investors, and how you will be viewed by the global market.

This document is authorized for use only by Rachel van Munster in Entrepreneurial Law and Finance taught by Rafael P. Ribas, at HE OTHER from February 2015 to March 2015.

Developing a selection process involves many details that include choosing which candidates to advance in the process, determining what types of pre-employment criteria will be used to qualify candidates, the interview process and in the end selecting the best candidate. While each process represents a step closer to the ultimate goal of hiring, a successful long-term employee that will be a part of the organization for many years. How an organization proceeds through each phase can certainly influence the outcome of the hiring process. This paper will outline the how the organization will move forward with hiring a senior mechanical engineer for Charlotte Mecklenburg Schools (CMS).

There are approximately 200 employees in the company. Allison Young is currently 55 years old. Her position is design engineering and she has been with the company for 10 years. Recently, her manger has asked her several times about retirement plans and during the same time the company needs to hire design-engineering director due to the old employee past away from a heart attack. Young applied for the position and have two interviews. However, at the end Forever AC decided to hire a 45 years old male from outside the company for the design-engineering director position. According to records, he was also a lead engineer at his previous company. He led approximately five employees under

V. Discuss, in detail, how this entity is taxed (if at all) and what filing requirements it has with the IRS (discuss only for the entity you have recommended).

One of the most important decisions when starting a company is to determine the type of legal entity best suited for your business. Each country has different legal business entities under its regulatory framework. According to Dewhurst (2014), the most common types of business structures within the United States are: proprietorship, partnership, corporation, limited-liability company, and cooperative. Additionally, there are other types of legal entities derived from the association of different corporations, such as joint ventures.

Before proceeding further with the discussion, it is necessary to describe the candidates who applied. The first applicant is a veterinarian who has recently graduated and is well-known to the employer as he has spent a lot of time at the practice. His family is also familiar to the employer. The second candidate is a veterinary specialist who has possibly participated in self-harm activities and is returning from a career break that he took because he was severely stressed. The last candidate appears to be the perfect choice but his appearance and attire go against the policy of the practice. All of the candidates are also homosexual.

The first job position is as a Senior Engineer/Program Manager. This position would require someone at the top of their field who can manage complex engineering assignments from start to finish, and who also has a strong grasp on engineering design steps and time requirements. The second position that would be available is as an entry level design engineer. In the company, there is a total of approximately 10 job positions, ranging from entry level positions to senior engineering development and managing

Dessert first is a family owned business with four partners. Each partner has invested $25,000 into the company and the rest has come from investments and loans. We each own a quarter (25% each) of the company. The presidents of the company are John Waldeck & Christine Waldeck and the vice presidents of the company are Tracy Waldeck and Daniel Waldeck. We all have extensive experience in marketing, finance, sales and management. We have mutually decided that our business structure should be a limited liability company (LLC) so that all of the owners have limited liability and our personal assets are protected.

The goal of selection programs are to capitalize on individual differences in order to select the applicants who possess the greatest amount of particular characteristics that have been assess to be the most important for job success (Cascio & Aquinis, 2011). This goal can be met by utilizing a classical approach to personnel selection. The classical approach to personnel selection starts with the job analysis. From the job analysis sensitive, relevant and reliable criteria are selected on a basis of importance to describe the job specifications that represent knowledge, skills, abilities and other characteristics (KSAOs) that potential applicants are desired to have for the job (Cascio & Aquinis, 2011).

In the previous power point presentation I listed the step by step method that can be used by companies during the hiring process. Also included in each step was a number at the bottom of each slide. This number represents the number for one of ten mistakes that were listed in the paper by Taylor & Stern, (2009). In the following document I will attempt to explain my choices of why I chose the mistake that I did for each step of the process of hiring a new employee. In the final half of this paper is I bring up any of the mistakes that Taylor & Stern, (2009), came up with that I feel should not be considered a mistake.

Selecting the right employee to fill a position is one of the most challenging decision making processes a company has to make. The ultimate goal of employee selection is to hire the candidate who is most compatible not only with the organization but for the position that they are trying to fill. In order for the candidate to be successful in a particular position, their talents and personal goals must be taken into consideration and objectives need to be utilized in order to retain qualified individuals. The most common forms of selection methods are resumes and applications but testing, interviews, reference checks, honesty tests, medical exam and drug