Backpoffice Case Study

4125 Words 17 Pages
Business Law and Ethics Project After reviewing your proposal for the new app, BackOffice, I’d like to make you aware of a few items prior to you launching the new app. When launching any new product or service, it’s critical you and your company are aware of the legalities, regulations, and any additional items that can be detrimental both financially and legally to your company if you don’t abide by them. To begin, it’s crucial you’re aware of your constitutional rights and guarantees as a business. When the U.S. Constitution was written, it wasn’t written using the word
“corporation”. Johnson and Lau explains, “although the Constitution does not contain the word “corporation,” corporations have some characteristics of being a “person,”
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First, it contains an unconditional promise or order to pay. The customer will pay for the services rendered for the BackOffice app. Second, it will pay the exact amount of money written on the negotiable instrument. The customer will pay the negotiated rate agreed to in the contract for the services rendered. Third, it can be cashed on the exact date noted or specific future date is written on the negotiable instrument. Your company will have the ability to take the negotiable instrument to the bank on the exact date or specific future date and cash the negotiable instrument. Lastly, the negotiable instrument will be paid to the specific person, or to order, or its bearer wrote on the negotiable instrument. The negotiable instrument is valid for payment to the company for the BackOffice …show more content…
The following two are the most common that arise within businesses across America. The first law is sexual harassment. By definition, “sexual harassment is the product of judicial interpretation of what it means to discriminate on the basis of sex” (Johnson and Lau, 2014). There is a specific type of sexual harassment which often takes place in the workplace, hostile work environment. This type of sexual harassment was first recognized by the Supreme Court in 1986, and a hostile work environment is one where hostile conditions in the workplace are severe and pervasive, unwelcome, and based on the victim’s gender (Johnson and Lau, 2014). In regards to gender, it applies to both men and women. It can involve crude jokes in relation to sex, the preferred gender of an individual, unwanted sexual advances, groping, crude sexual comments about their body, and pornography in the workplace; such as calendars, or pictures hung up in the employee’s cubicles or offices. It becomes a hostile work environment when it starts to affect the work performance of an

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