PART 1- 500 words Green Branch Coffee recently experienced an ethical violation

PART 1- 500 words
Green Branch Coffee recently experienced an ethical violation because some unscrupulous employees leaked customer information on a social media Web site. The Director of Human Resources at Green Branch Coffee has asked you to prepare an executive report that reviews the role of ethics in the HR profession. This report will be shared with the VP of HR. You realize this is an important project and begin by researching the Society for Human Resource Management’s (SHRM) Code of Ethics for HR professionals. 
Review the SHRM Code of Ethics, and prepare a 500-word executive report that answers the following questions:
Describe the professional responsibilities of HR professionals. 
What does it mean to include fairness and justice in the HR profession? 
How should HR professionals appropriately manage an organization’s information?
Reference
Society for Human Resource Management (SHRM). (2014, November 21). Code of ethics. https://www.shrm.org/about-shrm/pages/code-of-ethics.aspx

write 400–600 words that respond to the following questions with your thoughts,

write 400–600 words that respond to the following questions with your thoughts, ideas, and comments. This will be the foundation for future discussions by your classmates. Be substantive and clear, and use examples to reinforce your ideas.
As a Green Branch Coffee HR Manager, it is your responsibility to advise your organization on unions and labor relations. Employees at Green Branch Coffee are considering becoming unionized. Therefore, it is important that the shop managers at Green Branch understand the key U.S. labor law, the National Labor Relations Act (NLRA).
Please respond to the following questions:
What are the historical foundations of the National Labor Relations Act (NLRA)? 
Describe a real-world example of how the NLRA guides the activities of unions and employers. 
What is the role of the National Labor Relations Board (NLRB), and how would someone file a claim with the NLRB? 

Write  750 words Today, Green Branch Coffee’s employees began the process of for

Write  750 words
Today, Green Branch Coffee’s employees began the process of forming a union. The Director of Human Resources wants you to discuss a few important facts about unions so that the coffee shop managers are equipped with detailed information. In a Word document of at least 750 words, answer the following questions:
What is the process that employees will use to unionize? 
How can collective bargaining deliver improvements for workers in the organization? 
What does a union have to consider regarding a state’s right-to-work laws?

Now that you have completed a Gemba Walk—where you’ve gathered information about

Now that you have completed a Gemba Walk—where you’ve gathered information about the organization and identified opportunities to eliminate inefficiencies, reduce waste, improve a product, or streamline a process—it’s time to look closer at these potential improvements and get to the root cause of why the issues are occurring. After reviewing these potential opportunities for improvements, you will analyze how you can apply systems thinking at the strategic level for your organization in the Week 6 Summative Assessment. 
For more information about how to use 5 Whys or a Fishbone diagram to conduct a root cause analysis, check out the following videos: 
5 Whys: Getting to the Root of a Problem Quickly 
Cause and Effect Analysis
Individually, create either a 5 Whys or a Fishbone diagram for one of the opportunities (short-term or long-term) that you identified during your Gemba walk. Work through each step of the 5 Whys or Fishbone processes to find the root cause(s) of the problem and the potential opportunity for its solution within your organization. 
Post your diagram to your team forum for review. 
Now that you have completed a Gemba Walk—where you’ve gathered information about the organization and identified opportunities to eliminate inefficiencies, reduce waste, improve a product, or streamline a process—it’s time to look closer at these potential improvements and get to the root cause of why the issues are occurring. After reviewing these potential opportunities for improvements, you will analyze how you can apply systems thinking at the strategic level for your organization in the Week 6 Summative Assessment. 
For more information about how to use 5 Whys or a Fishbone diagram to conduct a root cause analysis, check out the following videos: 
5 Whys: Getting to the Root of a Problem Quickly 
Cause and Effect Analysis
Individually, create either a 5 Whys or a Fishbone diagram for one of the opportunities (short-term or long-term) that you identified during your Gemba walk. Work through each step of the 5 Whys or Fishbone processes to find the root cause(s) of the problem and the potential opportunity for its solution within your organization. 
Post your diagram to your team forum for review. 
As a team, review each team member’s diagram and utilize the discussion to ask questions, provide input, or make suggestions on their root cause analysis. 
Each member should write a 100- to 200-word summary of the feedback they received from their team as well as an explanation of why or why it did not help them refine their root cause analysis. 
Each member should write a 100- to 200-word summary of the feedback they received from their team as well as an explanation of why or why it did not help them refine their root cause analysis. 

5-7 pages Click here to select 1 of the top 30 industrial firms. Address the fol

5-7 pages
Click here to select 1 of the top 30 industrial firms. Address the following topics in your analysis of the firm:
Describe the firm and the industries in which it competes.
Describe the key success factors of the firm.
Describe why the firm is performing well or not performing well based on the key success factors that you described above.
List at least 1 real or potential technological or other external change that will impact (change) current key success factors.
Reference
CNN Business. (2021, July 2). DOW JONES INDU AVERAGE NDX. https://money.cnn.com/data/markets/dow

Companies can take one of four approaches to compensation. Which do you think is

Companies can take one of four approaches to compensation. Which do you think is the best approach? Why?
Frame your post as an argument.
Learn to support your arguments
The home-country-based approach. The objective of a home-based compensation program is to equalize the employee to a standard of living enjoyed in his or her home country. The 2016 Cartus Global Mobility Policy & Practices Survey found that 76 percent of long-term assignments and 75 percent of short-term assignments use a home country pay structure.1 Under this system, the employee’s base salary is broken down into four general categories: taxes, housing, goods and services, and discretionary income.
The host-country-based approach. With this approach, the expatriate employee’s compensation is based on local national rates. Many companies continue to cover the employee in its defined contribution or defined benefit pension schemes and provide housing allowances. Only 14 percent of long-term assignments and 5 percent of short-term assignments base pay on local rates, according to the Cartus survey.2
The headquarters-based approach. This approach assumes that all assignees, regardless of location, are in one country (i.e., a U.S. company pays all assignees a U.S.-based salary, regardless of geography). Cartus found that a small percentage of companies use headquarters-based approaches for long-term assignments (4 percent) and short-term assignments (5 percent).3
Balance sheet approach. In this scenario, the compensation is calculated using the home-country-based approach with all allowances, deductions and reimbursements. After the net salary has been determined, it is then converted to the host country’s currency. Since one of the primary goals of an international compensation management program is to maintain the expatriate’s current standard of living, developing an equitable and functional compensation plan that combines balance and flexibility is extremely challenging for multinational companies. To this end, many companies adopt a balance sheet approach. This approach guarantees that employees in international assignments maintain the same standard of living they enjoyed in their home country. A worksheet lists the costs of major expenses in the home and host countries, and any differences are used to increase or decrease the compensation to keep it in balance.
Source: https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/designingglobalcompensation.aspx (Note that this source requires a paid subscription to SHRM to view the full article.)

Discussion Topic #1 — FMLA https://youtu.be/VIwIf7rFEls Joe has had a difficult

Discussion Topic #1 — FMLA

Joe has had a difficult life. His parents separated when he was an infant. His mother began drinking heavily to deal with her depression and became alcoholic. Social Services intervened to remove Joe from his mother’s care. Joe’s grandmother took Joe in and raised him from infancy.
Joe is now employed for your company which is situated in California.
His grandmother needs a serious operation on her eyes and will require constant monitoring and help 24 hours a day 7 days a week. Joe asks for 6 weeks unpaid leave from his important job to provide care for his grandmother.
Your boss comes to you – “Are we legally obligated to grant Joe unpaid leave and guarantee him his job?”
Draft a one-page memo to your boss: 
What are the Federal FMLA eligibility requirements relative  to Joe being able to take unpaid leave and have a guaranteed job, to take care of his grandmother?
What are the Calif FMLA eligibility requirements relative to Joe being able to take unpaid leave and have a guaranteed job, to take care of his grandmother?  Only address differences between Calif FMLA and Fed FMLA, if any, as to the question of Joe being able to leave to take care of his grandmother? 
Use a minimum of two HR/legal references to support your conclusions. You must substantively respond to colleagues.
Here are two links for your reference.
http://www.nolo.com/legal-encyclopedia/leave-policies-workplace-faq-29088.html
http://www.ncsl.org/research/labor-and-employment/state-family-and-medical-leave-laws.aspx
Discussion Topic #2  — Employee Termination
Situation – As the HR Director, you have been asked by a supervisor Tommy to provide guidance on an employee that they want to terminate.
Write a memo to the supervisor Tommy to address the following:
As the HR professional, discuss the concepts that employees serve “at will,” and can be fired at any time, for any reason that isn’t illegal.
The supervisor has indicated there is a situation of poor performance, some attendance problems, and that the employee is just “not working out.” However, the supervisor is concerned that the employee might retaliate by claiming discrimination, since the employee is part of a protected class.
What documentation should the supervisor have?
What else would you advise the supervisor to be aware of?
Use a minimum of two HR/legal references to support your conclusions.  You must substantively respond to colleagues. 
Here are two references for you to consider:

Progressive Discipline: Steps to Take Before Termination


http://www.employmentlawfirms.com/termination-layoffs/when-termination-is-wrongful.htm

Supply Chain Management How does this company’s ratio compare to those of its co

Supply Chain Management
How does this company’s ratio compare to those of its competitors?
Why is comparing this ratio to the industry average important?
Explain how a well-managed supply chain can come into play here.
You may use the company’s webpage, or keep in mind that the CSU Online Library has several databases to choose from that are good starting points for your research:
Mergent Online,
Business Insights: Global,
Business Source Ultimate, and
ABI/INFORM Collection.