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Specifically,the following critical elements must be addressed:
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Milestone One:Introduction,Facts and Laws,Precedent, andFacts to be Determined

In Module Two, you will submityour Memo Introduction, Facts and Laws,Precedent,and Facts to be Determinedsections(Sections I, IIA, IIB,andIIC) ofthe memorandum.In the Memo Introduction,articulate what you feel are the strengths of your company's legal claim or defense. In the Facts and Laws section,analyze the facts related to employment discrimination or unlawful termination based on your company's perspective. Analyze the facts related to contract issues based on your company's perspective. Identify the operative employment and contract laws that apply to your company's case.In the Precedent section,select cases that support your company's position in terms of employment discrimination or unlawful termination. Justify why they support its case. Select cases that support your company's position in terms of contract disputes. Justify why they support its case. In the Facts to be Determined section,determine any facts that will help you better analyze your company's position. In other words, what questions do you need answered before you can proceed? Explain how the identified facts will help establish the legal rights and/or obligations of the defendant in relation to your company. In other words, how would those facts reflect on the propriety and legality of the decisions that were made? This milestone should be 4-5pages.This milestone is graded withtheFinal Project Part IMilestone One Guidelines andRubric.

 

 

Specifically,the following critical elements must be addressed:

I. Memo Introduction: Articulate what you feel are the strengths of your company's legal claim or defense.

II. Client's Case

A. Facts and Laws

1. Analyze the facts related to employment discrimination or unlawful termination based on your company's perspective.

2. Analyze the facts related to contract issues based on your company's perspective.

3. Identify the operative employment and contract laws that apply to your company's case.

B. Precedent

1. Select cases that support your company's position in terms of employment discrimination or unlawful termination. Justify why they support its case.

2. Select cases that support your company's position in terms of contract disputes. Justify why they support its case.

C. Facts to be Determined

1. Determine any facts that will help you better analyze your company's position. In other words, what questions do you need answered before you can proceed?

2. Explain how the identified facts will help establish the legal rights and/or obligations of the defendant in relation to your company. In other words, how would those facts reflect on the propriety and legality of the decisions that were made?

D. Application of the Law to the Facts: Using the precedents you have selected in case law, regulations, and substantive law, assess the strengths and weaknesses of your company's arguments in court. Is it probable your company will win this legal dispute?

E. Impact Assessment

1. Based on your analysis, how do you believe this situation may affect public perception of your selected company? Will the public discourse reflect possible legal outcomes? Be sure to use specific examples.

2. Make suggestions on how to alleviate any damages to your selected company's public perception going forward. Will action(s) related to the other party be appropriate?

3. Recommend how the company should modify specific business practices to avoid similar situations in the future.

 

APA format

 

Prompt

You are an intern at the legal department at one of the companies in the following scenario (Greene or Howell) and tasked with compiling a memo for your supervisor, which will be used to formulate an official executive briefof these lawsuits.

Scenario

Mary Jane and Allen Greene, a married couple, own a high-end costume jewelry manufacturing and distribution company called Greene's Jewelry Wholesale, LLC. The principal place of business for Greene's Jewelry is in Derry, New Hampshire, where it owns a warehouse and two storefronts. Originally started in 1957,Meanwhile, Greene's learns that Howell has acquired knowledge of the secret process used to create Ever-Gold, and that Howell has tweaked the process slightly to create a product with similar characteristics and qualities to Ever-Gold. Howell, for its part, has learned that Jennifer is working for a competitor and fears that Jennifer will disclose the process to Triumph. Finally, one of Howell's customers had developed a disfiguring rash as a direct result of the new process Howell has begun using in its jewelry.

Greene's sues Jennifer for breach of the confidentiality agreement when it learns that she has given confidential information to Howell. Jennifer counter-sues Greene's for wrongful termination. Howell sues Jennifer for breach of the covenant not to compete, and Jennifer counter-sues for fraudulent inducement, believing that she was tricked into signing the employment contract with Howell and that Howell was never interested in hiring her, but was interested only in acquiring information on the process to create Ever-Gold. Howell also sues Triumph, claiming that it knew or should have known that Jennifer was subject to a covenant not to compete, and that Triumph should therefore be bound by its provisions.

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