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Question 2

1. Yes class, what do you understand by

a. Revenue Recognition

b. Revenue Recognition at point of sale

c. Revenue Recognition before delivery

d. Revenue Recognition after the delivery.

Question 3

BE18-2 Stengel Co. enters into a 3-year contract to perform maintenance service to Laplante Inc. Laplante promises to pay $100,000 at the beginning of each year (the standalone selling price of the service at contract inception is $100,000 per year). At the end of the second year, the contract is modified and the fee for third year of service, which reflects a reduced menu of maintenance services to be performed at Laplante locations, is reduced to $80,000 (the standalone selling price of the ser- vices at the beginning of the third year is $80,000 per year). Briefly describe the accounting for this contract modification.

HRMN

Question 4

Review the nine scenarios presented for consideration. Prepare a detailed response for each of the nine scenarios explaining your conclusion regarding whether the scenario constitutes a violation of public policy or a breach of a covenant of good faith and fair dealing. Support your conclusion with legal analysis and reasoning. Explain whether any of the scenarios give rise to potential employer liability and what steps should have been taken to avoid the exposure. Comment and expand on the posts of the other class members.

a. An employee was suspended pending discharge for sleeping and “loafing” on the job. The employer offered to change the penalty to suspension without pay if the plaintiff would sign a “last chance agreement” under which he waived and released “any claims, suits, or causes of action” against the defendant. The employee refused to sign because he was unwilling to waive his rights to state unemployment benefits or workers’ compensation. Under state statute, agreements to waive such rights are invalid. The employee is discharged. (Edelberg v. Leco Corp., 236 Mich. App. 177 (1999).

b. A nurse is asked by her employer to sign a backdated Medicare form. She refuses, and is terminated that day. As a health care provider, she is required to complete that particular form. (Callantine v. Staff Builders, Inc., 271 F.3d 1124 (8th Cir. 2001).

c. A legal secretary to a county commissioner is terminated because of her political beliefs. (Armour v. County of Beaver, 271 F.3d 417 3rd. Cir. 2001).

d. A company's lawyer is terminated when he refuses to remove from the company's files, documents which would be harmful to the company if they were given to opposing counsel under a discovery order in litigation the company is involved in. (Herbster v. North American Co. for Life and Health Ins., 501 N.E.2d 343 (Ill. 1986), cert. denied, 484 U.S. 850 (1987)).

e. Employee is terminated because she married a co-worker. (MCluskey v. Clark Oil & Refining Corp., 498 N.E.2d 559 (1986)).

f. Employee discovers that his supervisor is involved in wrongdoing. The supervisor terminates the employee to prevent the employee from disclosing her wrongdoing to higher-level management. (Adler v. American Standard Corp., 830 F.2d 1303 (4th Cir. 1987)).

g. A legal secretary is hired by a law firm. The Letter of Employment stated that "In the event of any dispute or claim between you and the firm. . . . including, but not limited to claims arising from or related to your employment or the termination of your employment, we jointly agree to submit all such disputes or claims to confidential binding arbitration, under the Federal Arbitration Act." On his third day of work, the employee informs his superiors that he would not agree to arbitrate disputes. He was told that the arbitration provision was "not negotiable" and that his continued employment was contingent upon signing the agreement. The employee declined to sign the agreement and was discharged. (Lagatree v. Luce, Forward, Hamilton & Scripps, 74 Cal.App. 4th 1105 (Cal. App. 2nd Dist., Div. 1 1999).

h. Employee is licensed to perform certain medical procedures, but is terminated for refusing to perform a procedure he is not licensed to perform. (O'Sullivan v. Mallon, 390 A. 2d 149 (1978)).

i. An employee was fired from his job as security manager for a medical center because, after he was suspected of making an obscene phone call to another employee and refused to submit to voice print analysis to confirm or refute the accusation. He sued the employer for wrongful discharge, claiming that the employer’s request violated public policy. A state statute prohibits an employer from requiring an employee to submit to a polygraph examination as a condition or pre-condition of employment. (Theisen v. Covenant Medical Center, 636 NW2d 74 (Iowa 2001).