We are No. Hire us for Harvard, Ivey and other business case studies solutions. Big Boss Cement Inc. Get Big Boss Cement Inc. Formulate and include a thesis statement, summarizing the outcome of your analysis in 1—2 sentences. Demonstrate that you have researched the problems in this Big Boss Cement Inc.
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Facts: The second complainant Michael L. Alfante alleged that he started to work with respondents as computer technician at Management Information System under manager Neri Torrecampo on 16 May ; that on 15 July , he was regularized receiving a monthly salary of P9, Complainant Alfante submitted that he was dismissed without just cause. With respect to the alleged non-adjustment of longevity pay and burial aid, respondent PJI pointed out that it complies with the provisions of the CBA and that both complainants have not claimed for the burial aid. Held: Yes. A collective bargaining agreement or CBA refers to the negotiated contract between a legitimate labor organization and the employer concerning wages, hours of work and all other terms and conditions of employment in a bargaining unit. As in all contracts, the parties in a CBA may establish such stipulations, clauses, terms and conditions as they may deem convenient provided these are not contrary to law, morals, good customs, public order or public policy.
Cases of Intellectual Property in the Philippines
Ivey Case Studies. The problem statement refer to the concise description of the issues that needs to be addressed. It identifies the issues or gap between the current and desired type of the organization, and thus requires to be stated in order for the management to look for change. Moreover, the problem statement allow the management to trim down the symptoms of the problem an organization is facing and look on to the real problem that is causing the damage to any specific aspect of the company. Basically, developing a Big Boss Cement Inc Stirring Up Industry Competition in the Philippines problem statement is an extensive process and requires the proper brain storming of the teams in order to identify the underlying loopholes or inefficiencies within the organization.
Thereafter, the parties executed a Compromise Agreement where PJI undertook to reinstate the illegally dismissed employees. NLRC then issued a resolution deeming the labor dispute already closed and terminated. In the meantime however, the Union filed another notice of strike claiming that 29 employees were illegally dismissed and that the salaries and benefits of 50 others had been illegally reduced. The NLRC ruled that the complainants were not illegally dismissed because the resolution declaring the retrenchment program illegal did not attain finality as it had been mooted by the compromise agreement entered into by the parties. The appellate court however, held that the compromise agreement referred only to the award given by the NLRC to the complainants in the case.