Reference no: EM132798950

Avondale Industries' training and development office assigned one of its trainers to develop a program to train recruiters for its site in Long Beach, California, the second-largest site in the avionics division of the company with over 7,000 employees. The trainer developed an innovative program that combined in-person training with an impressive e-learning component. The e-learning component was found to be highly transferable from one area of training to another, and the employee received a company award for innovation. After successfully using the training program for more than a year, the trainer was approached by an online e-learning company to develop a training course utilizing the e-learning component. The offer was lucrative, and the trainer would receive royalties for the course, which was to be sold to companies developing their own training programs. The trainer signed a contract but was then notified by Avondale's legal department that she could not use the e-learning program she developed. Which of the following statements best explains the reason why the legal department could shut down the trainer's deal with the online e-learning company?

Choices

-The trainer created the training program as part of a work assignment, and the copyright belongs to the employer, not the employee. Therefore, the legal department could stop the deal.

-The legal department could stop the deal because the trainer did not include the company in the contract negotiations.

-The trainer should have gotten approval from her office to use the program even though she felt because it was her creation, she owned the copyright and did not need approval.

-The trainer should have signed a deal with the company to retain the copyright in the first place. Since that was not done, the legal department could stop the deal.

2 In the planning and scheduling department of Avondale Industries' unmanned vehicles division in Fort Lauderdale, FL, the manager was ready to fire his assistant, an employee who had been with the company for 17 years. The manager had only been with the department for a year but was extremely frustrated that the employee continually made mistakes and could not learn, even though extensive training had been provided numerous times. Her attitude when her mistakes were discovered was cavalier, and she never apologized. He contacted the HR department to determine what he could do. He discovered the employee had 15 years of poor performance appraisals, but previous managers had not wanted to pursue termination because the employee was a Hispanic woman who was 55 years old. Considering this information, does the manager have the right to terminate his assistant?

Choices

-The manager should enlist the help of other office employees to help address her performance problems and see if together they can help her retain her job.

-The manager has the right to terminate his assistant but should talk to her again and give her another chance to improve.

-The manager does not have the right to terminate his employee. She is protected from termination because she is a female, belongs to a minority, and is over 40 years of age.

-The manager can terminate his assistant, but he needs to ensure that the reasons listed for termination are all related to her poor performance.