The Trial in To Kill A Mockingbird by Harper Lee :: Kill Mockingbird essays

The Trial in To Kill a Mockingbird The trial of Tom takes up a great deal of space in the novel because it gives Harper Lee a chance to do an in-depth exploration of characters and situations. The people involved in the case are Bob and Mayella Ewell, Tom Robinson and Atticus Finch. The alleged rape of Mayella by Tom allows Harper Lee to look in detail at issues of racial and social prejudice in Maycomb. Bob Ewell is the villain of the novel and, as a result of the trial, he tries to get revenge on Atticus and his family. In the trial itself he is revealed as a very unpleasant character. We learn that he drinks and sometimes leaves his family for days, he is violent and he may even be committing incest with Mayella. Atticus establishes that he is left-handed and that Mayella was probably beaten up by a left-handed man - it seems that he, and not Tom Robinson, beat up Mayella after he saw Mayella trying to kiss Tom. Bob therefore lies during the trial and is prepared to sacrifice the life of an innocent man for the sake of his daughter's reputation. His unpleasant behaviour during the trial and his assumption that everybody will be on his side against a black man convince the reader that he is a thoroughly unpleasant character. Mayella Ewing also lies in court but for different reasons to her father. She is the only responsible member of one of the poorest families in Maycomb. She looks after herself and her brothers and sisters and even tries to bring some beauty into their lives by growing geraniums. Her family is so poor that white people will have nothing to do with her and, at that time, it was not possible for her to be friendly with black people. Scout calls her "the loneliest person in the world". Tom Robinson passed her house every day on his way to work and, according to Scout, he was probably the only person who was ever nice to her. Tom's evidence at the trial shows that she had planned to make a pass at him for a long time. It took her nearly a year to save enough money to send all her brothers and sisters into town to get ice creams.

Quebect Court – Employee VS Employer

The appellant city hired a temporary employee through a personnel agency to work for 6 weeks as a receptionist and then for 18 weeks as a clerk. During the two work assignments, the employee's wages were determined and paid by the agency, which submitted an Invoice to the city. The employee performed her work under the direction and supervision of a manager working for the city, The general working conditions, such as hours of work, breaks and statutory holidays, were dictated by the city.If the employee had not been qualified or had experienced problems in adapting, the city would have informed the agency, which would have taken the appropriate action. The respondent union, which holds the certification certificate for most of the city employees, submitted a request to the office of the labor commissioner general under s. 39 of the Labor Code seeking, inter alai, to have the temporary employee included in the union's bargaining unit.The labor commissioner found that the city was the employee's real employer during the two assignments and granted the union's request. On appeal, the Labor Court affirmed the decision. It acknowledged that the agency recruited, assigned positions to, evaluated, disciplined and paid the temporary employees, but concluded that the city as the real employer by focusing on the question of which party had control over the temporary employee's working conditions and the performance of her work.The Labor Court also noted that there was a relationship of legal subordination between the city and the employee because the city managers directed and supervised how she did her day-to-day work. The Superior Court dismissed the motion in evocation brought by the city, finding that the Labor Court's decision was not patently unreasonable. The Court of Appeal affirmed that Judgment in a majority decision. Held (Lurker's-Dub © J. Assenting): The appeal should be dismissed. Per Lamer C. J. And La Forest, Ignition and Core J. To determine whether t he Labor Court's decision is patently unreasonable, it must be asked whether the decision was based on the evidence adduced and whether the Labor Court's interpretation of the legislative provisions was patently unreasonable. The Labor Code provides few indications of how to determine the real employer in a tripartite relationship, and the definitions of the terms â€Å"employer† and â€Å"employee† found in the Code have had to be interpreted by specialized administrative tribunals.To identify the real employer in a tripartite relationship, a comprehensive approach must be taken. The criterion of legal subordination, which basically encompasses the notion of actual control by a party over the employees day-to-day work, and the criterion of Integration Into the a context of collective relations governed by the Labor Code, it is essential that temporary employees be able to bargain with the party that exercises the greatest control over all aspects of their work?and not only over the supervision of their day-to-day work.Moreover, when there is a certain splitting of the employer's identity n the context of a tripartite relationship, a comprehensive approach has the advantage of allowing for a consideration of which party has the most control over all aspects of the work on the specific facts of each case. This approach requires a consideration of the factors relevant to the employer-employee relationship, including: the selection process, hiring, training, discipline, evaluation, supervision, assignment of duties, remuneration and integration into the business.Here, the Labor Court used a comprehensive approach by not basing its decision solely on the criterion of legal subordination. It certainly gave greater probative value to working conditions and the criterion of legal subordination, but it also considered other factors that define the employer-employee relationship, such as the role of the agency and the city with respect to remuneration and discipline, and the specific facts of the employee's case. Nor did the Labor Court ignore the agency's role in recruiting, training and evaluating the employee.However, it Justified giving predominant weight to working conditions and the legal subordination test by relying on the ultimate objective of the Labor Code. The purpose of certification is to promote bargaining between the employer and the union in order to determine the employees' working conditions. According to the Labor Court, those conditions are â€Å"essential aspects of an employee's experience†. The reasoning of the Labor Court, a highly specialized agency that has expertise in labor law and is protected by a privative clause, was not patently unreasonable.The Labor Court's conclusion that the city was the employee's employer for the purposes of the Labor Code does not lead too patently unreasonable result. The applicability of the city collective agreement to the employee during her assignments does not ra ise any major difficulties. Moreover, although the agency was the employee's employer for the purposes of the Act respecting labor standards, no inconsistency can be found in the application of the Code and that Act.Each of the labor statutes has a distinct object and its provisions must be interpreted on the basis of their specific purpose. Moreover, this case relates to provisions of the Labor Code, specifically whether the Labor Court's decision was patently unreasonable, and not to the Act respecting labor standards. The arrangement is not perfect. However, the relationship in question here is not a traditional bipartite relationship, but a tripartite one in which one party is the employee and the other two share the usual attributes of an employer.In such a situation, it is thus natural that labor legislation designed to govern bipartite After an analysis of the facts, the legislation and the cases, there is a basis for the Labor Court's decision in the Labor Code and the evide nce, and it is therefore not patently unreasonable. Per Lurker's-Dub © J. (dissenting): Given the Labor Court's exclusive and peccadillo Jurisdiction to determine whether an employee should be included in a bargaining unit, as well as the privative clause in the Labor Code, a reviewing court may only intervene if the Labor Court's decision is patently unreasonable.While a high degree of deference is warranted in reviewing the Labor Court's decision, if such a decision fundamentally contradicts the underlying principles and intended outcomes of the enabling legislation and interferes with the effective implementation of other statutes which support and protect employees, intervention by the reviewing court is in order. Here, the Labor Court was asked to interpret the â€Å"employer-employee relationship† within the scope of the Code's regime governing certification and the collective bargaining process in the context of a tripartite arrangement.The modern rule of statutory i nterpretation holds, inter alai, that a court must adopt an interpretation that is appropriate in terms of its acceptability ? namely, the reasonableness of its outcome. Where an administrative tribunal contrives an absurd interpretation, it commits an error of law that warrants Judicial intervention pursuant to any standard of review.

A Brief Note On Healthcare And Health Care - 1016 Words

Ethics in Healthcare Confidentiality is one major responsibility that health care givers are required to uphold in their healthcare service. The health care providers are expected to keep the information on their patient’s health private in any case. However, there are some instances where they are allowed to reveal this information with the consent of the patients or not. Due to the revolution in technology health care confidentiality faces a huge threat. This is because it is now easy for anyone to hack into a health care institution’s system and retrieve this information. However, this problem is being dealt with by the new measure taken to curb cyber-crime globally. Patient confidentiality is so delicate that even good willing relatives of an individual cannot be allowed to be given this confidential information unless with the consent of the individual. All health practitioners are required to sign a federal law, the Health Insurance Portability and Accountability Act (HIPAA) (Huntingt on, 2010). This is an indication and proof that they are ready to abide by the patients confidentiality act. Patient-doctor confidentiality is an issue which holds a lot of weight due to the damaging result the breach of confidentiality would cause to a patient. Revealing such information to the public would cause harm to the patient, especially on his reputation and self-esteem. Due to the sensitivity of the information, the health care giver is required by the law to keep itShow MoreRelatedA Brief Note On Healthcare And Health Care2358 Words   |  10 PagesEnglish 10 B pd.1 Pundzak Healthcare -Right or Privilege Background Just as American population has increased over the past century, so has the number of health care providers in the country. Due to these steep rising population, America has established many health care offices. 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Brief Overview The environment is critical to health and the nurse’s role in caring for the sick is to provide a clean, quiet, peaceful environment to promote healing. Nightingale’s intent was to describe nursing and provide guidelines for nursing education. Person Nightingale focused on the person as â€Å"the recipient of nursing care† (Selanders,2010). However, the person connectionRead MoreElectronic Health Records Are Helpful For Physicians And Healthcare Providers1048 Words   |  5 PagesMary K Horne Electronic Health Record Transitioning Professor Deana Lamolinare Devry University HIT 170 Electronic health records are helpful to physicians and healthcare providers, because they can be used between different health facilities and agencies. The Electronic Health Record system can be used to improve the effectiveness, quality care, and reduce cost in the future. This record of information contains the history of the patient’s visits to a healthcare facility along with all

Unit 1 (4dep) Activity 3 - 1136 Words

Certificate in HR Practice Unit 1 (4DEP) – Developing Yourself as an Effective Human Resources Practitioner Activity 3 – Ability to reflect on own practice and development needs and maintain a plan for personal development Assessment Activity – 4DEP-F301A-(HR) Issued in September 2013 Name: To be inserted CIPD No: To be inserted Contents Ability to reflect on own practice and development needs and maintain a plan for personal development 3 Self-assessment against the CIPD Associate Membership Criteria –AC3.2 3 Development Plan and Records – AC3.4 3 Definition and Importance of Continuing Professional Development – AC3.1 3 Discussion with the Tutor (Optional) –AC3.1 4 Development Options for meeting my CPD needs†¦show more content†¦* The Plan should cover 12 months, say from September 2012 to August 2013. * It must include the CHRP course. You may find it useful to break down the course into the 6 units, although I have shown it as one item. * As the CHRP course covers the knowledge requirement, don’t forget to include the activities and behaviours that have been identified from the HR Profession Map that you need to include. * Add in any other planned company courses etc that have arisen from, say your annual staff report etc. * Be realistic about what you can do in a yea r. You can always carry activities over to another year 2013-14, 2014-15 and so on. Your records can cover additional unplanned events, such as attending CIPD branch events where you learnt something new; and â€Å"lightbulb† moments of learning. I would suggest that you attach the Development Plan and Records as Appendix A. Definition and Importance of Continuing Professional Development – AC3.1 The CIPD website has a wealth of information on CPD. In the first sentence or two you will need to explain what it is. It is also important to identify different means by which you can develop your skills, knowledge and behaviours. For instance, attending the CHRP course at College is a cost-effective way of developing your professional competence. Continuing Professional Development is important to me for the following reasons: * Proposition 1. * Proposition 2. * Proposition 3. You can opt for aShow MoreRelatedCipd Essay762 Words   |  4 Pages4DEP F301A (LD) CIPD Assessment Activity Template Title of unit/s Developing Yourself as an Effective Learning Development Practitioner Unit No/s 4DEP (LD) Level Foundation Credit value 4 Assessment method Written, Discussion Learning outcomes: 1. Understand the knowledge, skills and behaviours required to be an effective LD practitioner. 2. Know how to deliver timely and effective LD services to meet users’ needs. 3. 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Signed: Date: Print Name: ACTIVITY 1 THE CIPD HR PROFESSION MAP The CIPD HR Profession Map sets out what HR Profession need to know, do and deliver at all stages in their careers. The Map covers 10 professional areas, 8 behaviours and 4 Bands of competencies and transitions, from Band 1 for the start of HR career through to band for the most senior leaders. ‘It has beenRead More4DEP Activity 1894 Words   |  4 Pagesï » ¿ Unit 4DEP (HR) Activity 1.1 Summary of the CIPD HR Profession Map The HRPM is a visual illustration of the activities, skills and behaviours required to be effective in an HR role. It based on information and best practice shared globally by HR professionals. Many organisations around the world now use it to benchmark their HR capability. The map is designed as follows: At the core of the HRPM are two crucial areas: Strategy, Insights Solutions Develop an understandingRead MoreAssessment 4Dep1178 Words   |  5 Pagesï » ¿CIPD Foundation CERTIFICATE in human resource LEVEL 3 4DEP ASSESSMENT 01 Activities 1 The Human Resource Professional Map (HPRM) Activity 01 Introduction: The Human Resource Map (HRPM) was developed by the CIPD it was created by generalists and specialists within the CIPD/HR environments to explain how HR add value to any organisation within the UK and around the world. The (HRMP) is a guideline/benchmarked on line tool which can help individuals and organisations identify immediate andRead MoreCipd Level 34041 Words   |  17 Pagesare new to HR * People who are interested in a move into HR * Those who are working in HR in a support role and wish to develop their knowledge and skills * Line managers who are involved in HR and those who have responsibility for HR activities and decisions within an organisation without a specialist function * HR staff who do not have sufficient qualifications to undertake CIPD intermediate or advance level qualifications Learners will need to relate these skills and techniquesRead More4dep (Hr)-Developing Yourself as an Effective Human Resources Practitioner2271 Words   |  10 Pages| Name | | Unit Number | 4DEP (HR) | Level | Foundation | Total Number of Words | 1535*(+ or -10% or 150 words)(Excluding References, Endnotes and Bibliography) | Statement | I confirm that the work I have submitted for Unit 4DEP (HR) Developing Yourself as an Effective Human Resources Practitioner is my own. | | Signature: | | Date: | | | | | Print Name: | | | | Tutor | Signature: | | | Date: | | | | | | | Print Name: | | | ACTIVITY 1 The Human ResourcesRead MoreCipd3300 Words   |  14 Pages | Save this document as Full name, Unit, Cohort, Assessment For example AngelaSample_3PRM_Jan15_Assessment It will be returned as AngelaSample_3PRM_Jan15_Assessment_Feedback CIPD Assessment Activity |Title of unit/s |Supporting Good Practice in Performance and Reward Management | |Unit No/s |3PRM Read More3dla2482 Words   |  10 PagesDELIVERING LEARNING AND DEVELOPMENT ACTIVITIES (3DLA) DAVID REDONDO FERNANDEZ CIPD LEVEL 3 FOUNDATION EALING, HAMMERSMITH amp; WEST LONDON COLLEGE CIPD Membership number: 2329184X Tutor Name: Clare Woodcock Date 08/04/2014 Word Count: Activity 1 – 492 Activity 3 -- 931 INDEX 1.1 Individual and environmental factors that impact positively or negatively on learning. 1.2 Create a positive learning environment. 1 Learning Plan 3.1 Feedback

Welfare Reforms During The Uk s Largest Hostel For...

The following article is one that has captured my attention over the past few months notably because of the seemingly ruthless nature of the story. Twenty-nine young single mothers, including eight expectant mothers and twenty-three children living in the UK’s largest hostel for homeless young people in London may have to be re-housed as a result of welfare reforms. It has been described as one of the largest displacements of vulnerable people since the coalition government’s welfare reforms began. The mothers have been told they may possibly be re-housed as far as Manchester, Birmingham and Hastings, which is not anywhere where they are familiar. Newham Council has cut  £41,000 of ‘Supporting People funding’ at the hostel, so all†¦show more content†¦According to the Department for Communities and Local Government the term ‘homeless’ is used to describe households who are threatened with the loss of a roof over their head or unable to continue with their current accommodation. A household is considered homeless if they no longer have a legal right to occupy their accommodation. A local authority has a â€Å"homelessness duty† to secure accommodation to â€Å"priority need groups† and Households with dependent children and/or a pregnant woman are considered to be in this category. Between April and June 2014, 7,870 households were placed in temporary accommodation (Howard, 2014). This article highlights the callousness of what Newham Council are doing because there is the polarity of homelessness and poverty with unnecessary expenditure. The shock value is further enhanced by the fact that there are children involved. According to section 10 of the Children Act 2004, each local authority has a duty to co-operate in improving the welfare of a child. Under this section the local authority must consider the significance of parents and other persons caring for children. Section 10 also states that a local authority should seek to improve the physical, mental, and emotional well being of children; protect them from harm and neglect, and improve their social and economic well being (Children Act, 2004). This is

The Laws of Globalization Free-Samples - Myassignmenthelp.com

Questions: 1.Discuss about the Corporate Culture and Strategy. 2.Why do you think People;s definition of culture may vary? 3.Which Definition of Culture do you agree with most and why? Answers: Structure and Strategy 1.The use of strategy has rapidly being a science of behavior in the modern world. The best strategies that are present in the theories are practiced on a mediocre basis so that the execution can be aligned in a proper manner. The ability of the managers to influence the behavior and to realize the goals of the company helps in building a competitive advantage of the organization. The capability-based strategies help an organization to compete successfully so that they can build the organizational capabilities that are hard to imitate. Mergers and acquisitions will help in realizing the values, as it depends on the integration and organizational disruption (Baker 2014). Strategies are even used in branding as the companies try not to brand their product only but also brand an entire customer experience. The delivery that is effective in brand experiencing depends on the employees that are on the frontline such as sales associates and telemarketers, who are paid less in the organization. The uses of strategies help in creating new organizational models, which helps the companies to shift their flat hierarchies and autonomous teams. The managers of most of the organizations admit to the fact that balancing the behavior of the organization with strategies is important (Boos 2014). The Boston Consulting Group helps in identifying the concepts and principles of the managerial decision-making with respect to different varieties in context of the business in the real world. It helps in ensuring the behavior of the employees of the company with the goals of the strategy. From the video, it can be seen that Morieux has stated the modern enigmas that he has encountered that the level of productivity is not good in whichever companies that he had worked for, having all the technological advancements. He also noticed that there are little engagement of the employees that were present in the organization (Fullan 2015). He went on to state that the solutions that help in tackling these issues are known as pillars according to him. The organizations can use the hard way by creating or changing the structures or the soft way, which will include the sentiments and interpersonal traits. He referred to these pillars as obsolete. He further added that if the organization wants to cater to the new requirements, then it will add a new layer of responsibility and rules. It will only increase the cost of the organization, which will have no real impact on the organization. This extra cost is compensated by the extra effort that the employees put in to the organization (Vine 2016). The structural approach according to Morieux is based on simple rules such as the reinforcement of the integrators where the integrators are the managers and they have to reinforce the powers that they have so that the employees can cooperate and work in harmony. The managers need to reward the employees that have cooperated in making the activity successful and take strict action against those who hampers the level of cooperation (Fullan 2015). 2.The advent of technology and the facilities that have been introduced due to technology like the internet and the phone calls have made everything the reach of every individual. Nothing is out of reach for the people who are living in this world as the world is shrinking and the entire world in coming within the palms of the individuals (Hirst, Thompson and Bromley 2015). Professor Ghemawat has shed light on the idea of shrinking world and the idea that the world is now a local place. According to Ghemawat, the world cannot be put into any category of being global and local. The companies that are present in this world should be able to adjust themselves with the differences and the similarities present in the world. Adaptation, aggregation and arbitrage are some of the steps that should be taken into consideration by the companies so that they are able to adjust to the changing environment of the world (Fujita and Thisse 2013). As the term adaptation suggests, it talks about adapt ing to the changes of the works. Aggregations talks about various methods by the companies to overcome the differences in the world and arbitrages is the method of exploitation of the differences in the world. The idea of Professor Ghemawat is quite different from the idea of rest of the world. When many critics think globalization has made the world flat, Professor Ghemawat has introduced the term, Globanomey (Ghemawat 2016). Professor Ghemawat has introduced the idea that the Facebook users involve 25% of the total users. Professor Ghemawat opposes the idea of globalization in every step. The people has become friends with each other due to the social networking sites. Hence, the idea that the world has become flat does not apply in this case. On the other hand, Professor Ghemawat points out that only 2% of the students move out of their country for pursuing higher education in international countries. Hence, as put forward by many critics that people are moving out of the country more due to globalization is again not supported by Professor Ghemawat. 3.After going through the concept of Professor Ghemawat and comparing the concept of other critics, it can be said that at many points the concept of globalization is not correct (Beck 2015). The most biggest example is the case of Jamaica. The travel and tourism industry of Jamaica is improving due to globalization. However, the country has been providing a extravagant image to the tourists who are coming to the country. The image that is being presented t the people of the country us not similar to the picture of the country. The main reason for taking such an action is to increase the trade and the pressure of debt. There are inequality in county and the IMF would not have been helpful but it was not fruitful as the country is dependent on the United States Reference List Baker, M.J., 2014.Marketing strategy and management. Palgrave Macmillan. Beck, U., 2015.What is globalization?. John Wiley Sons. Bs, E., 2014. Strategy shapers: A case study of leading strategy consultancies' views on strategy. Fujita, M. and Thisse, J.F., 2013.Economics of agglomeration: cities, industrial location, and globalization. Cambridge university press. Fullan, M., 2015.Freedom to change: Four strategies to put your inner drive into overdrive. John Wiley Sons. Ghemawat, P., 2016.The Laws of Globalization and Business Applications. Cambridge University Press. Hirst, P., Thompson, G. and Bromley, S., 2015.Globalization in question. John Wiley Sons. Vine, N., 2016.How Can We Make This Happen?: Successful Change Through Incentives a

Significance of the Human Resource Management

Question: Discuss the work place issues faced by Tolu and implication of good Human Resource practice? Answer: Introduction: The human resource management is actually a process for improving performance of the employees through the recruitment, training, performance appraisal and termination process. According to this case study it has been observed that the company has elevated different issues against Tolu. Finally it has been found that the organization has terminated Tolu due to her mis conduct in the work place. Tolu felt that she has been treated unfairly. The human resource manager asked Tolu about her future activities. At that moment the company regularly followed Tolus social networking profile and found that Tolu has posted something which was actually against the organization (Armstrong and Taylor 2014). The human resource manager of the travel and tourism organization has told Tolu about the critical issues raised by the company after monitoring the social media post like I think Ill an in sick because I just cant face working for that idiots with this headache. It was claimed that the staff d estroyed the reputation of the organization, they did not maintain the staff communication rules, they did not maintain the privacy at work and also did not show the required conduct. Therefore, the human resource management has to look for the legislation against Tolu and treat such a sensitive case to be in the neutral condition (Ulrich 2013). As per the rules, the organization should not interfere in the personal views of the employees in their social media profile. The human resource management has to investigate some other relevant examples and case laws to support the actual judgment. Work place issues faced by Tolu: As per the following case study, it has been found that Tolu, the 25 years woman worked as a customer service assistance of the popular holiday company. She has provided the support to the customers about the online flight and holiday package booking. One day her supervisor misbehaved with her in the human resource managers office. Tolu protested against that incident in the social media (Renwick et al. 2013). On other hand, it has been observed that the organization regularly followed the employees social media account. The organization has found that Tolu has written a post about her absence in the office due to illness, but in reality she was actually not sick (Alfes et al. 2013).The organization has considered the social media post as official information, which was actually wrong. According to the management decision, she is going to be terminated for providing wrong information for taking leave. As stated by Kehoe and Wright (2013), the wrong information of the employees affects the reputation of the companys employees communication, alleged conduct and work privacy. Jabbour et al. (2013) argued that the reputation of the organization depends up on the ethical consideration, employee behavior, and financial performance of the organization, leadership quality, management strategy, social responsibilities, customer focus and reliabilities. It has been noticed that the service industry is concerned about the brand image and the relationship with the public. Therefore, the wrong post of Tolu may affect the company reputation. It has been observed that a customer has posted on Facebook that Applebees restaurant has charged 18% as a tip from the customers (Boella and Goss 2013). Some customers have given the comment like I give God 10% so why do we pay 18% tip (Marler and Fisher 2013). After that the organization has claimed that it was printing mistake and they made the correctio n. It has been observed that more over 10,000 customers have given the negative comment. Then the organization has deleted the negative comment and has blocked those profiles (Marler. and Fisher 2013). After that more over 19,000 new posts has been generated. After considering such case, the Travel organization has identified that the wrong information in the social media site may affect the reputation of the organization. On other hand, the organization has encountered the employee conduct issues. The organization always expects the proper behavior from their staffs in workplace. As argued by Morgeson et al. (2013), the human resource management also develops the corporation rules about the limited behavior of the employees. As per the old news report it has been observed that Joan Orie Melvin was terminated from her company on February 2013 due to her unethical behavior in the office premises. The organization has claimed that Joan had unethically taken their service and misused the organizational facilities like excessive telephone bill, fuel cost and lunch bill. The organization terminated her and ordered to pay $55,000 as a fine for the misuse (Antonioli et al. 2013). Therefore, the human resource management needs to consider the financial loss of the organization. It has been observed that the human resource management was quite confused about the use of social network in the work place related policies of the tours and travel organization. Hoch and Dulebohn (2013) argued that the employees have less privacy rights in their professional life than their personal life. The organization has already implemented the rules that the employees cannot check their personal email, social networking site in workplace (Lengnick et al. 2013). Some Californian company has implemented the Information system to track employees activity and send notification email to the higher authority. According to this new information technology system, an email is automatically generated when the employee log in their personal email or any social media account. On other hand the US Supreme court has passed the rules that the organization or the management can check the employees personal networking profile (Chuang et al. 2013). Therefore, in this case study it has been obs erved that the Travel organization has followed Tolus Faebook account..The company has identified the unethical information of Tolu. According to Tolu it was a casual comment that she had taken sick leave. On other hand, this post is totally unethical to the management because Tolu provided wrong information about the companys leave policy on social media site. After considering the above issues it can be suggested that Tolu has to take some legal steps against the organization. Tolu can appeal in the court regarding the human rights (Martn et al. 2013). As per the US government rules and regulation, the organization can check the employees social media profile to investigate against any criminal offense or terrorist activities but the employees should have the freedom of speech in the social media sites. Implication of good Human Resource practice: The human resource manager has critically observed that more over 1,550 million people are regularly active on Facebook and 320 million people regularly follow the post on Twitter all over the world (Kerlinger et al. 2013). Therefore, maximum employees also maintain their profile in those popular social networking sites. More over 65% employees regularly use social networking site almost 2 hours per day. It has been observed that more over 25% employees were terminated regularly due to poor performance (Armstrong and Taylor 2014). As stated by Tone and Dulebohn (2013), the involvement of the employees in social media affects their professional career. It has been noticed that some organizations follow the contemporary human resource management theory and the human resource management monitors the employees performance through social media, which decreases the performance of the employees. As stated by Armstrong and Taylor (2014), the Social Media Performance Monitoring Process distru sts the employees from their work and their performance level decreases. It has been observed that the human resource management strictly follows the Code of Ethical Conduct to implement the social media monitoring strategy. According to the policy the human resource management, the human resource management should allow the social networking sites like Twitter , YouTube, LinkedIn, Facebook, forums and blogs in the workplace to maintain the communication with the employees (Ulrich 2013). The human resource management strictly notified that the employees can not share the organizational data or information in the social media sites. The employees should be instructed not to post any kind of obscene, threatening, abusive, harassing, defamatory, pornographic or other illegal picture or related links in the social media sites (Renwick et al. 2013). In the service industry, the human resource policy is related with two different properties such as respect and relation. The human resource management has to ensure that the employees maintain respect with each ot her as well as the customers. On other hand the employees must have the tolerance level to handle the customers and public criticism (Alfes et al. 2013). It has been observed that the service industries like restaurants, airlines industry, travel and tourism organizations and restaurants terminated their employees for posting some unwanted comment about their organization on the Facebook page or Twitter. It has been observed that some employees have posted injustice video on YouTube. The video destroyed the reputation of organization. As argued by Kehoe and Wright (2013), the human resource management should be careful when they allow the employees to use the social media in workplace. It has been noticed that the new joiners signed a code of conduct form where it is mentioned that the employees cannot share any kind of work place related information in social networking site. Therefore, the employees like Tolu should be conscious about the sick leave related post in social networki ng site. As opined by Jabbour et al. (2013), in service industry, the human resource management strategies strictly depends upon the social networking sites and the human resource managers have to maintain their strategy in a specific process. The human resource management has to follow the attribution theory. As per the attributing theory the human resource management has to understand the internal and external attribution of the employees. Internal attribution: The employees have to be more conscious about their conversation which they have posted in the social networking site to collect the public opinion. For example, a sales executive has shared the secret critical discount policy of the organization (Boella and Goss 2013). The employee has found that the organization has cheated the customer through their fake discount strategy. After observing such post, employee was terminated for sharing the secret policy of the organization in the social media. The human resource management has to ensure that the employees do not create confusion, harassment and discrimination through their post. It has been observed that the Tolu has posted that she is sick but in reality she was absolutely fine condition. Therefore, the human resource management has to ensure the discrimination free and harassment free work environment. As stated by Marler and Fisher (2013), sometimes that employees use vulgar comment against a post. It harms the brand image of th e company. Therefore, the good reviews and comments of the employees about the managers or supervisors improve the internal communication system of the organization. External attribution: The human resource management has to maintain the external attribution of the organization. It has been observed that the employees of the popular service industry like the travel and tourism industry, hotel industry, hospitals and transport sometimes posted unauthentic comment in the social networking site (Antonioli et al. 2013). Therefore, the unauthentic and negative comment of staffs affects the brand popularity of the organizations. It has been observed that some people have posted totally wrong post against the organization. Such posts also damage the brand image of the organization (Hoch and Dulebohn 2013). Therefore, the human resource management has to develop the effective human resource program based on the social media because it will help them to monitor both internal and external progress of the organization. Conclusion: This assignment is based on the case study of Tolu. Tolu was terminated due to her social networking related post about the sick. The organization has claimed that Tolu was not sick when she posted that comment. Then the organization has terminated the employee to share the wrong information and leave related information in the social networking site. Therefore, this assignment is based on the critical review about the understanding of the scope, significance and legal framework of human resource management practice in the performance of the organization. The human resource management critically examines those factors which influence the staffs or customers. Lastly, the suitable human resource management strategy has discussed which helps the human resource management to establish their strategy by avoiding the social media related issues and reduce the risk of both such as employees and organization. Reference list: Alfes, K., Shantz, A.D., Truss, C. and Soane, E.C., 2013. The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), pp.330-351. 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