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November 5, 2026
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– ## Week2-Part2and3Instructions.doc – ## Week2-KlaporeEngineering.xlsx – ## Week2-Hands-On1ManolaDepartmentStore.xlsx **## Week2-Part2and3Instructions.doc** [removed] **## Week2-KlaporeEngineering.xlsx** ## Sheet1 | | | | | | | | | | | | | | — | — | — | — | — | — | — | — | — | -…

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– ## Week2-Part2and3Instructions.doc

– ## Week2-KlaporeEngineering.xlsx

– ## Week2-Hands-On1ManolaDepartmentStore.xlsx

**## Week2-Part2and3Instructions.doc**

[removed]

**## Week2-KlaporeEngineering.xlsx**

## Sheet1

| | | | | | | | | | | | |
| — | — | — | — | — | — | — | — | — | — | — | — |
| Klapore Engineering |
| Salary Report |

| Employee | Email Address | Dependants | Hours Worked | Hourly Pay Rate | Gross Pay | Federal Tax | State Tax | Net Pay | Hire Date |
| Alton, Bob | balton@ms.com | 3 | 74.5 | 35.25 | $ 2,626.13 | $ 2,626.13 | $ 131.31 | $ 2,232.21 | 9/5/10 |
| Fox, Linda | lfox@ms.com | 1 | 80 | 33.1 | $ 2,648.00 | $ 264.80 | $ 132.40 | $ 2,250.80 | 10/17/2012 |
| Handfield, Jermaine | mhandfield@ms.com | 0 | 71.75 | 28.65 | $ 2,055.64 | $ 205.56 | $ 102.78 | $ 1,747.29 | 1/15/16 |
| Jamie, Ben | bjamme@ms.com | 2 | 60 | 18 | $ 1,080.00 | $ 108.00 | $ 54.00 | $ 918.00 | 5/18/2012 |
| Nacht, Savannah | snacht@ms.com | 1 | 42.25 | 25.9 | $ 1,094.27 | $ 109.43 | $ 54.71 | $ 930.13 | 5/24/13 |
| | | | | | | | | | | | |

Klapore Engineering

[mailto:balton@ms.com](mailto:balton@ms.com)

**## Week2-Hands-On1ManolaDepartmentStore.xlsx**

## Sheet1

| | | | | | | | |
| — | — | — | — | — | — | — | — |
| Manola Department Stores, Inc. |
| Six-Month Financial Projection |
| | January | February | March | April | May | June | Total |
| Revenue | $ 1,475,000.00 | $ 1,406,000.00 | $ 1,116,600.00 | $ 1,496,000.00 | $ 1,102,900.00 | $ 1,455,000.00 | $ 8,051,500.00 |
| Cost of Goods Sold | $ 206,718.75 | $ 263,437.60 | $ 222,487.60 | $ 290,875.00 | $ 206,793.75 | $ 214,743.76 | $ 1,405,056.46 |
| Gross Margin | $ 1,268,281.25 | $ 1,142,562.40 | $ 894,112.40 | $ 1,205,125.00 | $ 896,106.25 | $ 1,240,256.24 | $ 6,646,443.54 |
| Expenses | | | | | | | $ – 0 |
| Bonus | $ 7,500.00 | $ 7,500.00 | $ – 0 | $ 7,500.00 | $ – 0 | $ – 0 | $ 22,500.00 |
| Salary | $ 367,426.00 | $ 351,210.00 | $ 296,650.00 | $ 374,500.00 | $ 276,725.00 | $ 286,265.00 | $ 1,952,776.00 |
| Bonus | $ 7,500.00 | $ 7,500.00 | $ – 0 | $ 7,500.00 | $ – 0 | $ – 0 | $ 22,500.00 |
| Site Rental | $ 147,650.00 | 140.600.00 | $ 118,660.00 | $ 149,000.00 | $ 110,290.00 | $ 114,500.00 | $ 640,100.00 |
| Marketing | $ 1,447.50 | $ 49,175.00 | $ 41,631.00 | $ 82,430.00 | $ 38,601.00 | $ 40,065.50 | $ 253,350.00 |
| Miscellaneous | $ 1,467.50 | $ 49,175.00 | $ 41,631.00 | $ 52,430.00 | $ 36,601.50 | $ 40,065.50 | $ 221,370.50 |
| Total Expenses | $ 525,491.00 | $ 597,660.00 | $ 498,572.00 | $ 665,860.00 | $ 462,217.50 | $ 480,896.00 | $ 3,230,696.50 |

**## Week2-Hands-On1ManolaDepartmentStore.xlsx**

## Sheet1

| | | | | | | | |
| — | — | — | — | — | — | — | — |
| Manola Department Stores, Inc. |
| Six-Month Financial Projection |
| | January | February | March | April | May | June | Total |
| Revenue | $ 1,475,000.00 | $ 1,406,000.00 | $ 1,116,600.00 | $ 1,496,000.00 | $ 1,102,900.00 | $ 1,455,000.00 | $ 8,051,500.00 |
| Cost of Goods Sold | $ 206,718.75 | $ 263,437.60 | $ 222,487.60 | $ 290,875.00 | $ 206,793.75 | $ 214,743.76 | $ 1,405,056.46 |
| Gross Margin | $ 1,268,281.25 | $ 1,142,562.40 | $ 894,112.40 | $ 1,205,125.00 | $ 896,106.25 | $ 1,240,256.24 | $ 6,646,443.54 |
| Expenses | | | | | | | $ – 0 |
| Bonus | $ 7,500.00 | $ 7,500.00 | $ – 0 | $ 7,500.00 | $ – 0 | $ – 0 | $ 22,500.00 |
| Salary | $ 367,426.00 | $ 351,210.00 | $ 296,650.00 | $ 374,500.00 | $ 276,725.00 | $ 286,265.00 | $ 1,952,776.00 |
| Bonus | $ 7,500.00 | $ 7,500.00 | $ – 0 | $ 7,500.00 | $ – 0 | $ – 0 | $ 22,500.00 |
| Site Rental | $ 147,650.00 | 140.600.00 | $ 118,660.00 | $ 149,000.00 | $ 110,290.00 | $ 114,500.00 | $ 640,100.00 |
| Marketing | $ 1,447.50 | $ 49,175.00 | $ 41,631.00 | $ 82,430.00 | $ 38,601.00 | $ 40,065.50 | $ 253,350.00 |
| Miscellaneous | $ 1,467.50 | $ 49,175.00 | $ 41,631.00 | $ 52,430.00 | $ 36,601.50 | $ 40,065.50 | $ 221,370.50 |
| Total Expenses | $ 525,491.00 | $ 597,660.00 | $ 498,572.00 | $ 665,860.00 | $ 462,217.50 | $ 480,896.00 | $ 3,230,696.50 |

**## Week2-Part2and3Instructions.doc**

[removed]

**## Week2-KlaporeEngineering.xlsx**

## Sheet1

| | | | | | | | | | | | |
| — | — | — | — | — | — | — | — | — | — | — | — |
| Klapore Engineering |
| Salary Report |

| Employee | Email Address | Dependants | Hours Worked | Hourly Pay Rate | Gross Pay | Federal Tax | State Tax | Net Pay | Hire Date |
| Alton, Bob | balton@ms.com | 3 | 74.5 | 35.25 | $ 2,626.13 | $ 2,626.13 | $ 131.31 | $ 2,232.21 | 9/5/10 |
| Fox, Linda | lfox@ms.com | 1 | 80 | 33.1 | $ 2,648.00 | $ 264.80 | $ 132.40 | $ 2,250.80 | 10/17/2012 |
| Handfield, Jermaine | mhandfield@ms.com | 0 | 71.75 | 28.65 | $ 2,055.64 | $ 205.56 | $ 102.78 | $ 1,747.29 | 1/15/16 |
| Jamie, Ben | bjamme@ms.com | 2 | 60 | 18 | $ 1,080.00 | $ 108.00 | $ 54.00 | $ 918.00 | 5/18/2012 |
| Nacht, Savannah | snacht@ms.com | 1 | 42.25 | 25.9 | $ 1,094.27 | $ 109.43 | $ 54.71 | $ 930.13 | 5/24/13 |
| | | | | | | | | | | | |

Klapore Engineering

[mailto:balton@ms.com](mailto:balton@ms.com)

**## Week2-Hands-On1ManolaDepartmentStore.xlsx**

## Sheet1

| | | | | | | | |
| — | — | — | — | — | — | — | — |
| Manola Department Stores, Inc. |
| Six-Month Financial Projection |
| | January | February | March | April | May | June | Total |
| Revenue | $ 1,475,000.00 | $ 1,406,000.00 | $ 1,116,600.00 | $ 1,496,000.00 | $ 1,102,900.00 | $ 1,455,000.00 | $ 8,051,500.00 |
| Cost of Goods Sold | $ 206,718.75 | $ 263,437.60 | $ 222,487.60 | $ 290,875.00 | $ 206,793.75 | $ 214,743.76 | $ 1,405,056.46 |
| Gross Margin | $ 1,268,281.25 | $ 1,142,562.40 | $ 894,112.40 | $ 1,205,125.00 | $ 896,106.25 | $ 1,240,256.24 | $ 6,646,443.54 |
| Expenses | | | | | | | $ – 0 |
| Bonus | $ 7,500.00 | $ 7,500.00 | $ – 0 | $ 7,500.00 | $ – 0 | $ – 0 | $ 22,500.00 |
| Salary | $ 367,426.00 | $ 351,210.00 | $ 296,650.00 | $ 374,500.00 | $ 276,725.00 | $ 286,265.00 | $ 1,952,776.00 |
| Bonus | $ 7,500.00 | $ 7,500.00 | $ – 0 | $ 7,500.00 | $ – 0 | $ – 0 | $ 22,500.00 |
| Site Rental | $ 147,650.00 | 140.600.00 | $ 118,660.00 | $ 149,000.00 | $ 110,290.00 | $ 114,500.00 | $ 640,100.00 |
| Marketing | $ 1,447.50 | $ 49,175.00 | $ 41,631.00 | $ 82,430.00 | $ 38,601.00 | $ 40,065.50 | $ 253,350.00 |
| Miscellaneous | $ 1,467.50 | $ 49,175.00 | $ 41,631.00 | $ 52,430.00 | $ 36,601.50 | $ 40,065.50 | $ 221,370.50 |
| Total Expenses | $ 525,491.00 | $ 597,660.00 | $ 498,572.00 | $ 665,860.00 | $ 462,217.50 | $ 480,896.00 | $ 3,230,696.50 |

**## Week2-Part2and3Instructions.doc**

[removed]

**## Week2-KlaporeEngineering.xlsx**

## Sheet1

| | | | | | | | | | | | |
| — | — | — | — | — | — | — | — | — | — | — | — |
| Klapore Engineering |
| Salary Report |

| Employee | Email Address | Dependants | Hours Worked | Hourly Pay Rate | Gross Pay | Federal Tax | State Tax | Net Pay | Hire Date |
| Alton, Bob | balton@ms.com | 3 | 74.5 | 35.25 | $ 2,626.13 | $ 2,626.13 | $ 131.31 | $ 2,232.21 | 9/5/10 |
| Fox, Linda | lfox@ms.com | 1 | 80 | 33.1 | $ 2,648.00 | $ 264.80 | $ 132.40 | $ 2,250.80 | 10/17/2012 |
| Handfield, Jermaine | mhandfield@ms.com | 0 | 71.75 | 28.65 | $ 2,055.64 | $ 205.56 | $ 102.78 | $ 1,747.29 | 1/15/16 |
| Jamie, Ben | bjamme@ms.com | 2 | 60 | 18 | $ 1,080.00 | $ 108.00 | $ 54.00 | $ 918.00 | 5/18/2012 |
| Nacht, Savannah | snacht@ms.com | 1 | 42.25 | 25.9 | $ 1,094.27 | $ 109.43 | $ 54.71 | $ 930.13 | 5/24/13 |
| | | | | | | | | | | | |

Klapore Engineering

[mailto:balton@ms.com](mailto:balton@ms.com)

**## Week2-Hands-On1ManolaDepartmentStore.xlsx**

## Sheet1

| | | | | | | | |
| — | — | — | — | — | — | — | — |
| Manola Department Stores, Inc. |
| Six-Month Financial Projection |
| | January | February | March | April | May | June | Total |
| Revenue | $ 1,475,000.00 | $ 1,406,000.00 | $ 1,116,600.00 | $ 1,496,000.00 | $ 1,102,900.00 | $ 1,455,000.00 | $ 8,051,500.00 |
| Cost of Goods Sold | $ 206,718.75 | $ 263,437.60 | $ 222,487.60 | $ 290,875.00 | $ 206,793.75 | $ 214,743.76 | $ 1,405,056.46 |
| Gross Margin | $ 1,268,281.25 | $ 1,142,562.40 | $ 894,112.40 | $ 1,205,125.00 | $ 896,106.25 | $ 1,240,256.24 | $ 6,646,443.54 |
| Expenses | | | | | | | $ – 0 |
| Bonus | $ 7,500.00 | $ 7,500.00 | $ – 0 | $ 7,500.00 | $ – 0 | $ – 0 | $ 22,500.00 |
| Salary | $ 367,426.00 | $ 351,210.00 | $ 296,650.00 | $ 374,500.00 | $ 276,725.00 | $ 286,265.00 | $ 1,952,776.00 |
| Bonus | $ 7,500.00 | $ 7,500.00 | $ – 0 | $ 7,500.00 | $ – 0 | $ – 0 | $ 22,500.00 |
| Site Rental | $ 147,650.00 | 140.600.00 | $ 118,660.00 | $ 149,000.00 | $ 110,290.00 | $ 114,500.00 | $ 640,100.00 |
| Marketing | $ 1,447.50 | $ 49,175.00 | $ 41,631.00 | $ 82,430.00 | $ 38,601.00 | $ 40,065.50 | $ 253,350.00 |
| Miscellaneous | $ 1,467.50 | $ 49,175.00 | $ 41,631.00 | $ 52,430.00 | $ 36,601.50 | $ 40,065.50 | $ 221,370.50 |
| Total Expenses | $ 525,491.00 | $ 597,660.00 | $ 498,572.00 | $ 665,860.00 | $ 462,217.50 | $ 480,896.00 | $ 3,230,696.50 |

– 1
– 2
– 3

November 5, 2026
[Solved] econ

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Instructions and reading attached. – ## 20.pdf – ## TheHowsWhysandWhatsofULPStrikes_LaborNotespdfversion.pdf – Compa187USLabourLaw.pdf – Californialabor_Publicworkersgoonstrike.pdf **## 20.pdf** Answer the following questions. 1. What issue or issues were in conflict in the 2022 nationwide rail n…

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Instructions and reading attached.

– ## 20.pdf

– ## TheHowsWhysandWhatsofULPStrikes_LaborNotespdfversion.pdf

– Compa187USLabourLaw.pdf
– Californialabor_Publicworkersgoonstrike.pdf

**## 20.pdf**

Answer the following questions.

1. What issue or issues were in conflict in the 2022 nationwide rail negotiations?

Ultimately, Congress and President Biden imposed a contract settlement on the

unions rather than allow the workers to strike. What factors led to this outcome,

from your perspective? Was it a good or a bad thing?

2. The power of workers to strike and the power of employers to lockout workers

are essentially equal and balance the power between the parties. Do you agree?

Explain.

**## TheHowsWhysandWhatsofULPStrikes_LaborNotespdfversion.pdf**

11/4/23, 4:06 PMThe Hows, Whys, and Whats of ULP Strikes | Labor Notes

Page 1 of 4https://labornotes.org/2022/03/hows-whys-and-whats-ulp-strikes

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The Hows, Whys, and Whats of ULP Strikes
March 04, 2022 / Robert M. Schwartz

One way to protect strikers is to attempt to position a walkout as an unfair labor practice (ULP) strike. A walkout is labeled a ULP strike if a union
hits the bricks to protest an employer violation of the National Labor Relations Act. Cartoon: Nick Thorkelson

As nurses at St. Vincent Hospital in Massachusetts (https://labornotes.org/2022/01/striking-
massachusetts-nurses-outwait-corporate-giant-tenet) discovered last year, one of the most critical
moments that can arise during a strike is an employer announcement that it intends to hire permanent
replacements. Of course, the employer may be bluffing. But, if it follows through, strikers’ jobs may be in
serious jeopardy.

An employer that hires permanent replacements is likely to harden its bargaining stance. For example, it
may insist on ending dues checkoff arrangements or seek to remove the contract’s union security
guarantees.

The employer may also encourage the replacements (and any line-crossers) to file a union
decertification petition—leading to a National Labor Relations Board election in which, if the strike is
more than one year old, displaced strikers may be barred from casting ballots.

Permanent replacement announcements generate understandable worries. Some workers may press
the union to settle the strike quickly by modifying bargaining demands or accepting employer offers.
Others may cross the picket line to save their jobs.

What can a union do to deter an employer from pursuing a permanent replacement strategy?

One tactic is to immediately end the walkout, report for work, and commence a relentless inside
campaign including work-to-rule activities, short-term work disruptions, rallies, boycotts against
customers, suppliers, banks, and other entities linked to the employer, and attempts to influence stock
prices. If the employer counters by locking out the union, it will be barred by law from hiring permanent

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11/4/23, 4:06 PMThe Hows, Whys, and Whats of ULP Strikes | Labor Notes

Page 2 of 4https://labornotes.org/2022/03/hows-whys-and-whats-ulp-strikes

Whither the PRO Act?
Under pressure from unions,
Congress has periodically
considered amending the NLRA to
ban the hiring of permanent strike
replacements. Some efforts have
come close to passage.

The latest campaign was The
Protecting the Right to Organize
Act of 2021 which, among other
reforms, would have made it illegal
to “permanently replace an
employee who participates in a
strike.” With Democratic Party
support, the Act sailed through the

replacements. (For more on lockouts, see Chapter 15 of No Contract, No Peace: A Legal Guide to
Strikes, Picketing, and Inside Campaigns (https://labornotes.org/store/no-contract-no-peace), published
by Labor Notes.)

A MORE PROTECTED STRIKE
Another way to protect strikers is to attempt to position a walkout as an unfair labor practice (ULP) strike.
As recently emphasized in a tweet by Jennifer Abruzzo
(https://twitter.com/nlrbgc/status/1466064621593366528), the new NLRB General Counsel, “The NLRB’s
permanent replacement doctrine allows an employer to permanently replace workers striking for
‘economic’ reasons under limited circumstances. But don’t get confused—an employer can never
permanently replace workers striking to protest an unfair labor practice.”

An employer that precipitates a ULP strike must immediately reinstate strikers if the union submits an
unconditional offer to return to work—even if this can only be accomplished by terminating the
permanently hired replacements. If the employer delays or refuses, the NLRB can order it to rehire the
strikers and reimburse them for back wages from the time reinstatement should have taken place.

A walkout is labeled a ULP strike if a union hits the bricks, or stays out, to protest an employer violation
of the National Labor Relations Act. The NLRA violation (see examples below) need not be flagrant. Nor
must it be the sole or even the most important cause of the strike. If illegal employer conduct is one of
the reasons employees stop work, the walkout qualifies as a ULP strike.

A strike to win higher wages or improve working conditions is classified as an “economic strike.”
Economic strikers cannot be fired for going out, but due to the NLRB’s interpretation of a 1938 Supreme
Court decision (Mackay Radio), an employer can refuse to reinstate them to jobs held by replacements
hired permanently. In that case, the strikers must wait for openings on a preferential recall list.

Note: An economic strike can “convert” to the more protected status of a ULP strike if the employer
commits an NLRA violation during the walkout that hinders bargaining or hardens workers’ resolve to
stay out.

COMMON ULPS
One way to position a walkout as a ULP strike is to place demands to correct NLRA violations at the top
of the union’s bargaining list. For example, if an employer refuses a request for benefit records, the union
can demand that the information be provided.

Other conduct that can trigger a ULP strike includes:

a. Disciplining employees for wearing union buttons or shirts
b. Videotaping union rallies
c. Bypassing the union to deal directly with employees
d. Refusing to bargain at reasonable times and locations
e. Implementing a disputed proposal before bargaining to a good-faith impasse

The more aggressive a union is during the pre-strike period, the more likely the employer will respond
with ULPs. An extensive “inside campaign” of buttons, rallies, informational and residential picketing, and
appeals to customers is almost guaranteed to provoke retaliatory work rules, warnings, and personnel
actions.

Conduct by the employer that can convert an economic to a ULP strike includes:

a. Refusals to meet with the union
b. Discharging strikers for comments on the picket line
c. Causing strikers to be wrongly arrested
d. Bribing strikers to return
e. Granting super-seniority to non-strikers or replacements

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11/4/23, 4:06 PMThe Hows, Whys, and Whats of ULP Strikes | Labor Notes

Page 3 of 4https://labornotes.org/2022/03/hows-whys-and-whats-ulp-strikes

U.S. House of Representatives
before stalling in the Senate. It
now appears to be dead in the
water.

The union can help to frame its walkout as a ULP strike by thoroughly discussing the employer’s conduct
during strike-vote meetings and by phrasing the ballot question as follows: “Do the members agree to
strike [or continue to strike] because the employer is violating the NLRA by _____ and _____, as well as
failing to negotiate a fair collective bargaining agreement?”

Union signs and handouts should highlight employer ULPs. The violations should also be featured in
press releases and letters to customers, local officials, and clergy.

Charges should be filed at the NLRB promptly after ULPs are discovered. If a strike is in progress, the
union should allege that the employer’s actions caused or prolonged the walkout. If the employer has
already hired permanent replacements, the charge can include a request that the NLRB seek a court
injunction against further hiring.

With new Board members and a labor-friendly General Counsel appointed by President Biden in 2021,
the NLRB is likely to be more receptive to union claims.

QUESTIONS AND ANSWERS
Q. Is it always illegal to designate replacement workers as permanent during a ULP strike?

A. No. Hiring workers on a permanent basis during a ULP strike is not illegal in itself. The employer only
violates the law if it uses the hires as a reason to deny strikers their jobs back following an unconditional
offer to return to work.

Note: An exception applies if evidence proves that the employer hired the replacements not for
legitimate business reasons but to break the union or to dissuade workers from taking part in future
strikes.

Q. In the second week of the strike, our company fired the local president for “abusive” conduct on the
picket line (calling a line-crosser a “f—-g scab”). The members are furious and are refusing to end the
strike unless the firing is reversed. If the union files a charge right away, how soon might the NLRB
certify this as a ULP strike?

A. The NLRB may issue a complaint seeking to overturn the discharge but will probably refrain from
deciding the legal status of the strike unless the employer hires permanent replacements and refuses to
allow strikers to return to their positions. This may delay a ULP strike designation for years.

Q. If it is going to take years to get our walkout classified as a ULP strike, what good does it do us now?

A. Framing a walkout as a ULP strike can strengthen the union’s position from the get-go. For one thing,
knowing that the union may be able to win substantial back pay after the strike may discourage the
employer from hiring permanent replacements. For another, if the employer does hire replacements,
members will be less likely to lose faith in the strike.

Q. Our employer is offering to settle a ULP charge that we filed before hitting the bricks. Any risk if the
union accepts?

A. Yes. The settlement may convert the walkout from a ULP strike to an economic strike. If the employer
later hires permanent replacements, it may be able to deny reinstatement if the union calls off the strike.
To avoid losing job rights, unions should insist on settlement language reserving the union’s and the
NLRB’s right to cite the ULP in future proceedings.

Q. We have consistently asserted that we are on a ULP strike. If a union member gives an interview to
the local press and, when asked the reasons for the walkout, only talks about low wages and staffing
problems, could this affect our chances of winning ULP status?

A. Yes. Loose lips can sink ships. Unions should educate members on how to explain the reasons for
going out. Employers sometimes call rank-and-file workers as witnesses in NLRB proceedings in the
hope they will contradict the union’s contentions.

11/4/23, 4:06 PMThe Hows, Whys, and Whats of ULP Strikes | Labor Notes

Page 4 of 4https://labornotes.org/2022/03/hows-whys-and-whats-ulp-strikes

Robert Schwartz is a retired union attorney in Massachusetts. He is the author of several Labor Notes
books including The Legal Rights of Union Stewards, Just Cause, How to Win Past Practice Grievances,
and No Contract, No Peace: A Legal Guide to Contract Campaigns, Strikes, and Lockouts.

A version of this article appeared in Labor Notes #516 (https://labornotes.org/archives/labor-notes-516). Don't miss an
issue, subscribe today. (https://labornotes.org/store/labor-notes-subscription)

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**## 20.pdf**

Answer the following questions.

1. What issue or issues were in conflict in the 2022 nationwide rail negotiations?

Ultimately, Congress and President Biden imposed a contract settlement on the

unions rather than allow the workers to strike. What factors led to this outcome,

from your perspective? Was it a good or a bad thing?

2. The power of workers to strike and the power of employers to lockout workers

are essentially equal and balance the power between the parties. Do you agree?

Explain.

**## TheHowsWhysandWhatsofULPStrikes_LaborNotespdfversion.pdf**

11/4/23, 4:06 PMThe Hows, Whys, and Whats of ULP Strikes | Labor Notes

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The Hows, Whys, and Whats of ULP Strikes
March 04, 2022 / Robert M. Schwartz

One way to protect strikers is to attempt to position a walkout as an unfair labor practice (ULP) strike. A walkout is labeled a ULP strike if a union
hits the bricks to protest an employer violation of the National Labor Relations Act. Cartoon: Nick Thorkelson

As nurses at St. Vincent Hospital in Massachusetts (https://labornotes.org/2022/01/striking-
massachusetts-nurses-outwait-corporate-giant-tenet) discovered last year, one of the most critical
moments that can arise during a strike is an employer announcement that it intends to hire permanent
replacements. Of course, the employer may be bluffing. But, if it follows through, strikers’ jobs may be in
serious jeopardy.

An employer that hires permanent replacements is likely to harden its bargaining stance. For example, it
may insist on ending dues checkoff arrangements or seek to remove the contract’s union security
guarantees.

The employer may also encourage the replacements (and any line-crossers) to file a union
decertification petition—leading to a National Labor Relations Board election in which, if the strike is
more than one year old, displaced strikers may be barred from casting ballots.

Permanent replacement announcements generate understandable worries. Some workers may press
the union to settle the strike quickly by modifying bargaining demands or accepting employer offers.
Others may cross the picket line to save their jobs.

What can a union do to deter an employer from pursuing a permanent replacement strategy?

One tactic is to immediately end the walkout, report for work, and commence a relentless inside
campaign including work-to-rule activities, short-term work disruptions, rallies, boycotts against
customers, suppliers, banks, and other entities linked to the employer, and attempts to influence stock
prices. If the employer counters by locking out the union, it will be barred by law from hiring permanent

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11/4/23, 4:06 PMThe Hows, Whys, and Whats of ULP Strikes | Labor Notes

Page 2 of 4https://labornotes.org/2022/03/hows-whys-and-whats-ulp-strikes

Whither the PRO Act?
Under pressure from unions,
Congress has periodically
considered amending the NLRA to
ban the hiring of permanent strike
replacements. Some efforts have
come close to passage.

The latest campaign was The
Protecting the Right to Organize
Act of 2021 which, among other
reforms, would have made it illegal
to “permanently replace an
employee who participates in a
strike.” With Democratic Party
support, the Act sailed through the

replacements. (For more on lockouts, see Chapter 15 of No Contract, No Peace: A Legal Guide to
Strikes, Picketing, and Inside Campaigns (https://labornotes.org/store/no-contract-no-peace), published
by Labor Notes.)

A MORE PROTECTED STRIKE
Another way to protect strikers is to attempt to position a walkout as an unfair labor practice (ULP) strike.
As recently emphasized in a tweet by Jennifer Abruzzo
(https://twitter.com/nlrbgc/status/1466064621593366528), the new NLRB General Counsel, “The NLRB’s
permanent replacement doctrine allows an employer to permanently replace workers striking for
‘economic’ reasons under limited circumstances. But don’t get confused—an employer can never
permanently replace workers striking to protest an unfair labor practice.”

An employer that precipitates a ULP strike must immediately reinstate strikers if the union submits an
unconditional offer to return to work—even if this can only be accomplished by terminating the
permanently hired replacements. If the employer delays or refuses, the NLRB can order it to rehire the
strikers and reimburse them for back wages from the time reinstatement should have taken place.

A walkout is labeled a ULP strike if a union hits the bricks, or stays out, to protest an employer violation
of the National Labor Relations Act. The NLRA violation (see examples below) need not be flagrant. Nor
must it be the sole or even the most important cause of the strike. If illegal employer conduct is one of
the reasons employees stop work, the walkout qualifies as a ULP strike.

A strike to win higher wages or improve working conditions is classified as an “economic strike.”
Economic strikers cannot be fired for going out, but due to the NLRB’s interpretation of a 1938 Supreme
Court decision (Mackay Radio), an employer can refuse to reinstate them to jobs held by replacements
hired permanently. In that case, the strikers must wait for openings on a preferential recall list.

Note: An economic strike can “convert” to the more protected status of a ULP strike if the employer
commits an NLRA violation during the walkout that hinders bargaining or hardens workers’ resolve to
stay out.

COMMON ULPS
One way to position a walkout as a ULP strike is to place demands to correct NLRA violations at the top
of the union’s bargaining list. For example, if an employer refuses a request for benefit records, the union
can demand that the information be provided.

Other conduct that can trigger a ULP strike includes:

a. Disciplining employees for wearing union buttons or shirts
b. Videotaping union rallies
c. Bypassing the union to deal directly with employees
d. Refusing to bargain at reasonable times and locations
e. Implementing a disputed proposal before bargaining to a good-faith impasse

The more aggressive a union is during the pre-strike period, the more likely the employer will respond
with ULPs. An extensive “inside campaign” of buttons, rallies, informational and residential picketing, and
appeals to customers is almost guaranteed to provoke retaliatory work rules, warnings, and personnel
actions.

Conduct by the employer that can convert an economic to a ULP strike includes:

a. Refusals to meet with the union
b. Discharging strikers for comments on the picket line
c. Causing strikers to be wrongly arrested
d. Bribing strikers to return
e. Granting super-seniority to non-strikers or replacements

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11/4/23, 4:06 PMThe Hows, Whys, and Whats of ULP Strikes | Labor Notes

Page 3 of 4https://labornotes.org/2022/03/hows-whys-and-whats-ulp-strikes

U.S. House of Representatives
before stalling in the Senate. It
now appears to be dead in the
water.

The union can help to frame its walkout as a ULP strike by thoroughly discussing the employer’s conduct
during strike-vote meetings and by phrasing the ballot question as follows: “Do the members agree to
strike [or continue to strike] because the employer is violating the NLRA by _____ and _____, as well as
failing to negotiate a fair collective bargaining agreement?”

Union signs and handouts should highlight employer ULPs. The violations should also be featured in
press releases and letters to customers, local officials, and clergy.

Charges should be filed at the NLRB promptly after ULPs are discovered. If a strike is in progress, the
union should allege that the employer’s actions caused or prolonged the walkout. If the employer has
already hired permanent replacements, the charge can include a request that the NLRB seek a court
injunction against further hiring.

With new Board members and a labor-friendly General Counsel appointed by President Biden in 2021,
the NLRB is likely to be more receptive to union claims.

QUESTIONS AND ANSWERS
Q. Is it always illegal to designate replacement workers as permanent during a ULP strike?

A. No. Hiring workers on a permanent basis during a ULP strike is not illegal in itself. The employer only
violates the law if it uses the hires as a reason to deny strikers their jobs back following an unconditional
offer to return to work.

Note: An exception applies if evidence proves that the employer hired the replacements not for
legitimate business reasons but to break the union or to dissuade workers from taking part in future
strikes.

Q. In the second week of the strike, our company fired the local president for “abusive” conduct on the
picket line (calling a line-crosser a “f—-g scab”). The members are furious and are refusing to end the
strike unless the firing is reversed. If the union files a charge right away, how soon might the NLRB
certify this as a ULP strike?

A. The NLRB may issue a complaint seeking to overturn the discharge but will probably refrain from
deciding the legal status of the strike unless the employer hires permanent replacements and refuses to
allow strikers to return to their positions. This may delay a ULP strike designation for years.

Q. If it is going to take years to get our walkout classified as a ULP strike, what good does it do us now?

A. Framing a walkout as a ULP strike can strengthen the union’s position from the get-go. For one thing,
knowing that the union may be able to win substantial back pay after the strike may discourage the
employer from hiring permanent replacements. For another, if the employer does hire replacements,
members will be less likely to lose faith in the strike.

Q. Our employer is offering to settle a ULP charge that we filed before hitting the bricks. Any risk if the
union accepts?

A. Yes. The settlement may convert the walkout from a ULP strike to an economic strike. If the employer
later hires permanent replacements, it may be able to deny reinstatement if the union calls off the strike.
To avoid losing job rights, unions should insist on settlement language reserving the union’s and the
NLRB’s right to cite the ULP in future proceedings.

Q. We have consistently asserted that we are on a ULP strike. If a union member gives an interview to
the local press and, when asked the reasons for the walkout, only talks about low wages and staffing
problems, could this affect our chances of winning ULP status?

A. Yes. Loose lips can sink ships. Unions should educate members on how to explain the reasons for
going out. Employers sometimes call rank-and-file workers as witnesses in NLRB proceedings in the
hope they will contradict the union’s contentions.

11/4/23, 4:06 PMThe Hows, Whys, and Whats of ULP Strikes | Labor Notes

Page 4 of 4https://labornotes.org/2022/03/hows-whys-and-whats-ulp-strikes

Robert Schwartz is a retired union attorney in Massachusetts. He is the author of several Labor Notes
books including The Legal Rights of Union Stewards, Just Cause, How to Win Past Practice Grievances,
and No Contract, No Peace: A Legal Guide to Contract Campaigns, Strikes, and Lockouts.

A version of this article appeared in Labor Notes #516 (https://labornotes.org/archives/labor-notes-516). Don't miss an
issue, subscribe today. (https://labornotes.org/store/labor-notes-subscription)

RELATED
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**## 20.pdf**

Answer the following questions.

1. What issue or issues were in conflict in the 2022 nationwide rail negotiations?

Ultimately, Congress and President Biden imposed a contract settlement on the

unions rather than allow the workers to strike. What factors led to this outcome,

from your perspective? Was it a good or a bad thing?

2. The power of workers to strike and the power of employers to lockout workers

are essentially equal and balance the power between the parties. Do you agree?

Explain.

**## TheHowsWhysandWhatsofULPStrikes_LaborNotespdfversion.pdf**

11/4/23, 4:06 PMThe Hows, Whys, and Whats of ULP Strikes | Labor Notes

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The Hows, Whys, and Whats of ULP Strikes
March 04, 2022 / Robert M. Schwartz

One way to protect strikers is to attempt to position a walkout as an unfair labor practice (ULP) strike. A walkout is labeled a ULP strike if a union
hits the bricks to protest an employer violation of the National Labor Relations Act. Cartoon: Nick Thorkelson

As nurses at St. Vincent Hospital in Massachusetts (https://labornotes.org/2022/01/striking-
massachusetts-nurses-outwait-corporate-giant-tenet) discovered last year, one of the most critical
moments that can arise during a strike is an employer announcement that it intends to hire permanent
replacements. Of course, the employer may be bluffing. But, if it follows through, strikers’ jobs may be in
serious jeopardy.

An employer that hires permanent replacements is likely to harden its bargaining stance. For example, it
may insist on ending dues checkoff arrangements or seek to remove the contract’s union security
guarantees.

The employer may also encourage the replacements (and any line-crossers) to file a union
decertification petition—leading to a National Labor Relations Board election in which, if the strike is
more than one year old, displaced strikers may be barred from casting ballots.

Permanent replacement announcements generate understandable worries. Some workers may press
the union to settle the strike quickly by modifying bargaining demands or accepting employer offers.
Others may cross the picket line to save their jobs.

What can a union do to deter an employer from pursuing a permanent replacement strategy?

One tactic is to immediately end the walkout, report for work, and commence a relentless inside
campaign including work-to-rule activities, short-term work disruptions, rallies, boycotts against
customers, suppliers, banks, and other entities linked to the employer, and attempts to influence stock
prices. If the employer counters by locking out the union, it will be barred by law from hiring permanent

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11/4/23, 4:06 PMThe Hows, Whys, and Whats of ULP Strikes | Labor Notes

Page 2 of 4https://labornotes.org/2022/03/hows-whys-and-whats-ulp-strikes

Whither the PRO Act?
Under pressure from unions,
Congress has periodically
considered amending the NLRA to
ban the hiring of permanent strike
replacements. Some efforts have
come close to passage.

The latest campaign was The
Protecting the Right to Organize
Act of 2021 which, among other
reforms, would have made it illegal
to “permanently replace an
employee who participates in a
strike.” With Democratic Party
support, the Act sailed through the

replacements. (For more on lockouts, see Chapter 15 of No Contract, No Peace: A Legal Guide to
Strikes, Picketing, and Inside Campaigns (https://labornotes.org/store/no-contract-no-peace), published
by Labor Notes.)

A MORE PROTECTED STRIKE
Another way to protect strikers is to attempt to position a walkout as an unfair labor practice (ULP) strike.
As recently emphasized in a tweet by Jennifer Abruzzo
(https://twitter.com/nlrbgc/status/1466064621593366528), the new NLRB General Counsel, “The NLRB’s
permanent replacement doctrine allows an employer to permanently replace workers striking for
‘economic’ reasons under limited circumstances. But don’t get confused—an employer can never
permanently replace workers striking to protest an unfair labor practice.”

An employer that precipitates a ULP strike must immediately reinstate strikers if the union submits an
unconditional offer to return to work—even if this can only be accomplished by terminating the
permanently hired replacements. If the employer delays or refuses, the NLRB can order it to rehire the
strikers and reimburse them for back wages from the time reinstatement should have taken place.

A walkout is labeled a ULP strike if a union hits the bricks, or stays out, to protest an employer violation
of the National Labor Relations Act. The NLRA violation (see examples below) need not be flagrant. Nor
must it be the sole or even the most important cause of the strike. If illegal employer conduct is one of
the reasons employees stop work, the walkout qualifies as a ULP strike.

A strike to win higher wages or improve working conditions is classified as an “economic strike.”
Economic strikers cannot be fired for going out, but due to the NLRB’s interpretation of a 1938 Supreme
Court decision (Mackay Radio), an employer can refuse to reinstate them to jobs held by replacements
hired permanently. In that case, the strikers must wait for openings on a preferential recall list.

Note: An economic strike can “convert” to the more protected status of a ULP strike if the employer
commits an NLRA violation during the walkout that hinders bargaining or hardens workers’ resolve to
stay out.

COMMON ULPS
One way to position a walkout as a ULP strike is to place demands to correct NLRA violations at the top
of the union’s bargaining list. For example, if an employer refuses a request for benefit records, the union
can demand that the information be provided.

Other conduct that can trigger a ULP strike includes:

a. Disciplining employees for wearing union buttons or shirts
b. Videotaping union rallies
c. Bypassing the union to deal directly with employees
d. Refusing to bargain at reasonable times and locations
e. Implementing a disputed proposal before bargaining to a good-faith impasse

The more aggressive a union is during the pre-strike period, the more likely the employer will respond
with ULPs. An extensive “inside campaign” of buttons, rallies, informational and residential picketing, and
appeals to customers is almost guaranteed to provoke retaliatory work rules, warnings, and personnel
actions.

Conduct by the employer that can convert an economic to a ULP strike includes:

a. Refusals to meet with the union
b. Discharging strikers for comments on the picket line
c. Causing strikers to be wrongly arrested
d. Bribing strikers to return
e. Granting super-seniority to non-strikers or replacements

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11/4/23, 4:06 PMThe Hows, Whys, and Whats of ULP Strikes | Labor Notes

Page 3 of 4https://labornotes.org/2022/03/hows-whys-and-whats-ulp-strikes

U.S. House of Representatives
before stalling in the Senate. It
now appears to be dead in the
water.

The union can help to frame its walkout as a ULP strike by thoroughly discussing the employer’s conduct
during strike-vote meetings and by phrasing the ballot question as follows: “Do the members agree to
strike [or continue to strike] because the employer is violating the NLRA by _____ and _____, as well as
failing to negotiate a fair collective bargaining agreement?”

Union signs and handouts should highlight employer ULPs. The violations should also be featured in
press releases and letters to customers, local officials, and clergy.

Charges should be filed at the NLRB promptly after ULPs are discovered. If a strike is in progress, the
union should allege that the employer’s actions caused or prolonged the walkout. If the employer has
already hired permanent replacements, the charge can include a request that the NLRB seek a court
injunction against further hiring.

With new Board members and a labor-friendly General Counsel appointed by President Biden in 2021,
the NLRB is likely to be more receptive to union claims.

QUESTIONS AND ANSWERS
Q. Is it always illegal to designate replacement workers as permanent during a ULP strike?

A. No. Hiring workers on a permanent basis during a ULP strike is not illegal in itself. The employer only
violates the law if it uses the hires as a reason to deny strikers their jobs back following an unconditional
offer to return to work.

Note: An exception applies if evidence proves that the employer hired the replacements not for
legitimate business reasons but to break the union or to dissuade workers from taking part in future
strikes.

Q. In the second week of the strike, our company fired the local president for “abusive” conduct on the
picket line (calling a line-crosser a “f—-g scab”). The members are furious and are refusing to end the
strike unless the firing is reversed. If the union files a charge right away, how soon might the NLRB
certify this as a ULP strike?

A. The NLRB may issue a complaint seeking to overturn the discharge but will probably refrain from
deciding the legal status of the strike unless the employer hires permanent replacements and refuses to
allow strikers to return to their positions. This may delay a ULP strike designation for years.

Q. If it is going to take years to get our walkout classified as a ULP strike, what good does it do us now?

A. Framing a walkout as a ULP strike can strengthen the union’s position from the get-go. For one thing,
knowing that the union may be able to win substantial back pay after the strike may discourage the
employer from hiring permanent replacements. For another, if the employer does hire replacements,
members will be less likely to lose faith in the strike.

Q. Our employer is offering to settle a ULP charge that we filed before hitting the bricks. Any risk if the
union accepts?

A. Yes. The settlement may convert the walkout from a ULP strike to an economic strike. If the employer
later hires permanent replacements, it may be able to deny reinstatement if the union calls off the strike.
To avoid losing job rights, unions should insist on settlement language reserving the union’s and the
NLRB’s right to cite the ULP in future proceedings.

Q. We have consistently asserted that we are on a ULP strike. If a union member gives an interview to
the local press and, when asked the reasons for the walkout, only talks about low wages and staffing
problems, could this affect our chances of winning ULP status?

A. Yes. Loose lips can sink ships. Unions should educate members on how to explain the reasons for
going out. Employers sometimes call rank-and-file workers as witnesses in NLRB proceedings in the
hope they will contradict the union’s contentions.

11/4/23, 4:06 PMThe Hows, Whys, and Whats of ULP Strikes | Labor Notes

Page 4 of 4https://labornotes.org/2022/03/hows-whys-and-whats-ulp-strikes

Robert Schwartz is a retired union attorney in Massachusetts. He is the author of several Labor Notes
books including The Legal Rights of Union Stewards, Just Cause, How to Win Past Practice Grievances,
and No Contract, No Peace: A Legal Guide to Contract Campaigns, Strikes, and Lockouts.

A version of this article appeared in Labor Notes #516 (https://labornotes.org/archives/labor-notes-516). Don't miss an
issue, subscribe today. (https://labornotes.org/store/labor-notes-subscription)

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See attachment – ## NewInstructions.doc – ## Week2-Hands-On1ManolaDepartmentStore.xlsx **## NewInstructions.doc** [removed] **## Week2-Hands-On1ManolaDepartmentStore.xlsx** ## Sheet1 | | | | | | | | | | — | — | — | — | — | — | — | — | | Manola Department Stores, Inc. | | Six-Month …

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– ## Week2-Hands-On1ManolaDepartmentStore.xlsx

**## NewInstructions.doc**

[removed]

**## Week2-Hands-On1ManolaDepartmentStore.xlsx**

## Sheet1

| | | | | | | | |
| — | — | — | — | — | — | — | — |
| Manola Department Stores, Inc. |
| Six-Month Financial Projection |
| | January | February | March | April | May | June | Total |
| Revenue | $ 1,475,000.00 | $ 1,406,000.00 | $ 1,116,600.00 | $ 1,496,000.00 | $ 1,102,900.00 | $ 1,455,000.00 | $ 8,051,500.00 |
| Cost of Goods Sold | $ 206,718.75 | $ 263,437.60 | $ 222,487.60 | $ 290,875.00 | $ 206,793.75 | $ 214,743.76 | $ 1,405,056.46 |
| Gross Margin | $ 1,268,281.25 | $ 1,142,562.40 | $ 894,112.40 | $ 1,205,125.00 | $ 896,106.25 | $ 1,240,256.24 | $ 6,646,443.54 |
| Expenses | | | | | | | $ – 0 |
| Bonus | $ 7,500.00 | $ 7,500.00 | $ – 0 | $ 7,500.00 | $ – 0 | $ – 0 | $ 22,500.00 |
| Salary | $ 367,426.00 | $ 351,210.00 | $ 296,650.00 | $ 374,500.00 | $ 276,725.00 | $ 286,265.00 | $ 1,952,776.00 |
| Bonus | $ 7,500.00 | $ 7,500.00 | $ – 0 | $ 7,500.00 | $ – 0 | $ – 0 | $ 22,500.00 |
| Site Rental | $ 147,650.00 | 140.600.00 | $ 118,660.00 | $ 149,000.00 | $ 110,290.00 | $ 114,500.00 | $ 640,100.00 |
| Marketing | $ 1,447.50 | $ 49,175.00 | $ 41,631.00 | $ 82,430.00 | $ 38,601.00 | $ 40,065.50 | $ 253,350.00 |
| Miscellaneous | $ 1,467.50 | $ 49,175.00 | $ 41,631.00 | $ 52,430.00 | $ 36,601.50 | $ 40,065.50 | $ 221,370.50 |
| Total Expenses | $ 525,491.00 | $ 597,660.00 | $ 498,572.00 | $ 665,860.00 | $ 462,217.50 | $ 480,896.00 | $ 3,230,696.50 |

**## Week2-Hands-On1ManolaDepartmentStore.xlsx**

## Sheet1

| | | | | | | | |
| — | — | — | — | — | — | — | — |
| Manola Department Stores, Inc. |
| Six-Month Financial Projection |
| | January | February | March | April | May | June | Total |
| Revenue | $ 1,475,000.00 | $ 1,406,000.00 | $ 1,116,600.00 | $ 1,496,000.00 | $ 1,102,900.00 | $ 1,455,000.00 | $ 8,051,500.00 |
| Cost of Goods Sold | $ 206,718.75 | $ 263,437.60 | $ 222,487.60 | $ 290,875.00 | $ 206,793.75 | $ 214,743.76 | $ 1,405,056.46 |
| Gross Margin | $ 1,268,281.25 | $ 1,142,562.40 | $ 894,112.40 | $ 1,205,125.00 | $ 896,106.25 | $ 1,240,256.24 | $ 6,646,443.54 |
| Expenses | | | | | | | $ – 0 |
| Bonus | $ 7,500.00 | $ 7,500.00 | $ – 0 | $ 7,500.00 | $ – 0 | $ – 0 | $ 22,500.00 |
| Salary | $ 367,426.00 | $ 351,210.00 | $ 296,650.00 | $ 374,500.00 | $ 276,725.00 | $ 286,265.00 | $ 1,952,776.00 |
| Bonus | $ 7,500.00 | $ 7,500.00 | $ – 0 | $ 7,500.00 | $ – 0 | $ – 0 | $ 22,500.00 |
| Site Rental | $ 147,650.00 | 140.600.00 | $ 118,660.00 | $ 149,000.00 | $ 110,290.00 | $ 114,500.00 | $ 640,100.00 |
| Marketing | $ 1,447.50 | $ 49,175.00 | $ 41,631.00 | $ 82,430.00 | $ 38,601.00 | $ 40,065.50 | $ 253,350.00 |
| Miscellaneous | $ 1,467.50 | $ 49,175.00 | $ 41,631.00 | $ 52,430.00 | $ 36,601.50 | $ 40,065.50 | $ 221,370.50 |
| Total Expenses | $ 525,491.00 | $ 597,660.00 | $ 498,572.00 | $ 665,860.00 | $ 462,217.50 | $ 480,896.00 | $ 3,230,696.50 |

**## NewInstructions.doc**

[removed]

**## Week2-Hands-On1ManolaDepartmentStore.xlsx**

## Sheet1

| | | | | | | | |
| — | — | — | — | — | — | — | — |
| Manola Department Stores, Inc. |
| Six-Month Financial Projection |
| | January | February | March | April | May | June | Total |
| Revenue | $ 1,475,000.00 | $ 1,406,000.00 | $ 1,116,600.00 | $ 1,496,000.00 | $ 1,102,900.00 | $ 1,455,000.00 | $ 8,051,500.00 |
| Cost of Goods Sold | $ 206,718.75 | $ 263,437.60 | $ 222,487.60 | $ 290,875.00 | $ 206,793.75 | $ 214,743.76 | $ 1,405,056.46 |
| Gross Margin | $ 1,268,281.25 | $ 1,142,562.40 | $ 894,112.40 | $ 1,205,125.00 | $ 896,106.25 | $ 1,240,256.24 | $ 6,646,443.54 |
| Expenses | | | | | | | $ – 0 |
| Bonus | $ 7,500.00 | $ 7,500.00 | $ – 0 | $ 7,500.00 | $ – 0 | $ – 0 | $ 22,500.00 |
| Salary | $ 367,426.00 | $ 351,210.00 | $ 296,650.00 | $ 374,500.00 | $ 276,725.00 | $ 286,265.00 | $ 1,952,776.00 |
| Bonus | $ 7,500.00 | $ 7,500.00 | $ – 0 | $ 7,500.00 | $ – 0 | $ – 0 | $ 22,500.00 |
| Site Rental | $ 147,650.00 | 140.600.00 | $ 118,660.00 | $ 149,000.00 | $ 110,290.00 | $ 114,500.00 | $ 640,100.00 |
| Marketing | $ 1,447.50 | $ 49,175.00 | $ 41,631.00 | $ 82,430.00 | $ 38,601.00 | $ 40,065.50 | $ 253,350.00 |
| Miscellaneous | $ 1,467.50 | $ 49,175.00 | $ 41,631.00 | $ 52,430.00 | $ 36,601.50 | $ 40,065.50 | $ 221,370.50 |
| Total Expenses | $ 525,491.00 | $ 597,660.00 | $ 498,572.00 | $ 665,860.00 | $ 462,217.50 | $ 480,896.00 | $ 3,230,696.50 |

**## NewInstructions.doc**

[removed]

**## Week2-Hands-On1ManolaDepartmentStore.xlsx**

## Sheet1

| | | | | | | | |
| — | — | — | — | — | — | — | — |
| Manola Department Stores, Inc. |
| Six-Month Financial Projection |
| | January | February | March | April | May | June | Total |
| Revenue | $ 1,475,000.00 | $ 1,406,000.00 | $ 1,116,600.00 | $ 1,496,000.00 | $ 1,102,900.00 | $ 1,455,000.00 | $ 8,051,500.00 |
| Cost of Goods Sold | $ 206,718.75 | $ 263,437.60 | $ 222,487.60 | $ 290,875.00 | $ 206,793.75 | $ 214,743.76 | $ 1,405,056.46 |
| Gross Margin | $ 1,268,281.25 | $ 1,142,562.40 | $ 894,112.40 | $ 1,205,125.00 | $ 896,106.25 | $ 1,240,256.24 | $ 6,646,443.54 |
| Expenses | | | | | | | $ – 0 |
| Bonus | $ 7,500.00 | $ 7,500.00 | $ – 0 | $ 7,500.00 | $ – 0 | $ – 0 | $ 22,500.00 |
| Salary | $ 367,426.00 | $ 351,210.00 | $ 296,650.00 | $ 374,500.00 | $ 276,725.00 | $ 286,265.00 | $ 1,952,776.00 |
| Bonus | $ 7,500.00 | $ 7,500.00 | $ – 0 | $ 7,500.00 | $ – 0 | $ – 0 | $ 22,500.00 |
| Site Rental | $ 147,650.00 | 140.600.00 | $ 118,660.00 | $ 149,000.00 | $ 110,290.00 | $ 114,500.00 | $ 640,100.00 |
| Marketing | $ 1,447.50 | $ 49,175.00 | $ 41,631.00 | $ 82,430.00 | $ 38,601.00 | $ 40,065.50 | $ 253,350.00 |
| Miscellaneous | $ 1,467.50 | $ 49,175.00 | $ 41,631.00 | $ 52,430.00 | $ 36,601.50 | $ 40,065.50 | $ 221,370.50 |
| Total Expenses | $ 525,491.00 | $ 597,660.00 | $ 498,572.00 | $ 665,860.00 | $ 462,217.50 | $ 480,896.00 | $ 3,230,696.50 |

– 1
– 2

November 5, 2026
[Solved] Business, Govt & Society

✓ Verified Academic Solution Available

Executive Solution Overview

\ Screenshot2025-11-15at9.40.20AM.png](https://www.sweetstudy.com/files/screenshot2025-11-15at9-40-20am-png "Screenshot2025-11-15at9.40.20AM.png") \ Screenshot2025-11-15at9.40.32AM.png](https://www.sweetstudy.com/files/screenshot2025-11-15at9-40-32am-png "Screenshot2025-11-15at9.40.32AM.png") \ S…

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\
Screenshot2025-11-15at9.40.20AM.png](https://www.sweetstudy.com/files/screenshot2025-11-15at9-40-20am-png "Screenshot2025-11-15at9.40.20AM.png")
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Screenshot2025-11-15at9.40.32AM.png](https://www.sweetstudy.com/files/screenshot2025-11-15at9-40-32am-png "Screenshot2025-11-15at9.40.32AM.png")
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Screenshot2025-11-15at9.40.40AM.png](https://www.sweetstudy.com/files/screenshot2025-11-15at9-40-40am-png "Screenshot2025-11-15at9.40.40AM.png")

November 5, 2026
[Solved] global business

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November 5, 2026
[Solved] criminal law

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– ## americangovernmentwk3tab.docx – StateHomicideLaws.pdf **## americangovernmentwk3tab.docx** **Criminal Law Exercise #3: Crack the Code: Feticide (300 words) (Tr)** In the chapter 9 readings, you learned about criminal homicide. Please compare one state with fetal homicide laws with a state with …

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– ## americangovernmentwk3tab.docx

– StateHomicideLaws.pdf

**## americangovernmentwk3tab.docx**

**Criminal Law Exercise #3: Crack the Code: Feticide (300 words) (Tr)**

In the chapter 9 readings, you learned about criminal homicide. Please compare one state with fetal homicide laws with a state with partial fetal violence law recognition. I have included a link with states and a general overview of fetal laws. Please look up the most current laws for your selected states. An example is on page 9.1.3. Information on Feticide page 9.1.1. Your response must be in APA format

[StateHomicideLaws.pdf](https://durhamtech.instructure.com/courses/15155/files/1775025?wrap=1)

**Criminal Law exercise #4 (300 words) (Adr)**

Discussion-Mill-Rawls

**_Answer two of the questions below and also comment on at least one of your classmates' answers. Clearly number each response (e.g., “1.” and “2.”) so it’s obvious which question you are addressing. Do not combine your responses; if they are not separated, they will be counted as only one answer._**

**_Please, do not submit AI-generated answers. Such submissions will be detected and may result in embarrassment._**

1) J.S. Mill argues that liberty should only be limited to prevent harm to others. In today’s world of social media, misinformation can cause real harm—yet restrictions can also limit free expression. Should platforms limit harmful or false posts, or would that violate free speech? How should Mill’s “harm principle” guide our approach to regulating speech on social media platforms today? Support your answer with compelling evidence or examples.

\*\*\**********************************************************************************

2) John Rawls believed that a fair society should only allow inequality if it helps those who have the least. Looking at issues like wealth, healthcare, or education, do you think our society is fair by Rawls’s standards? Why or why not?

\*\*\*****************************************************************************

3) During crises like pandemics, governments sometimes restrict personal freedoms for public safety. Do you think it’s ever right to limit personal freedom to protect the community? How might Mill or Rawls see this issue? In your opinion, is it ever morally justified to limit individual liberty for the sake of collective well-being?

**\_\_\______________________________________________________________________**

1. Please make your initial post substantive (10 or more sentences).

Tab Government

The Discussion Board assignments will be used to enhance your peer interactions and learn about different viewpoints on events in politics. Please respect each other's opinions and communicate accordingly.

Appropriate responses will be
**detailed**,
**directly answer the posting**, and
**provide evidence** (primarily from the readings and lectures) that contain sources of statistics or quotes that are cited.

Your initial response should be 200-450 words, cited in APA or MLA formatting. Posting will take the form of responding to two (2) of your classmates in the thread question with 75-100 words with a maximum number of 3-5 sentences.

**The second Discussion Board Assignment will discuss why you believe more young people are moving to identify as an “Independent” in recent public opinion polls. Based upon what has been presented in class about how parties work and how people come to their own political understanding, create a reasoned argument explaining how the two-party system has disappointed young voters? Please support your responses from your textbook readings.**

**StateHomicideLaws.pdf**

This file is too large to display. [View in new window](https://www.sweetstudy.com/files/statehomicidelaws-pdf)

**StateHomicideLaws.pdf**

This file is too large to display. [View in new window](https://www.sweetstudy.com/files/statehomicidelaws-pdf)

**## americangovernmentwk3tab.docx**

**Criminal Law Exercise #3: Crack the Code: Feticide (300 words) (Tr)**

In the chapter 9 readings, you learned about criminal homicide. Please compare one state with fetal homicide laws with a state with partial fetal violence law recognition. I have included a link with states and a general overview of fetal laws. Please look up the most current laws for your selected states. An example is on page 9.1.3. Information on Feticide page 9.1.1. Your response must be in APA format

[StateHomicideLaws.pdf](https://durhamtech.instructure.com/courses/15155/files/1775025?wrap=1)

**Criminal Law exercise #4 (300 words) (Adr)**

Discussion-Mill-Rawls

**_Answer two of the questions below and also comment on at least one of your classmates' answers. Clearly number each response (e.g., “1.” and “2.”) so it’s obvious which question you are addressing. Do not combine your responses; if they are not separated, they will be counted as only one answer._**

**_Please, do not submit AI-generated answers. Such submissions will be detected and may result in embarrassment._**

1) J.S. Mill argues that liberty should only be limited to prevent harm to others. In today’s world of social media, misinformation can cause real harm—yet restrictions can also limit free expression. Should platforms limit harmful or false posts, or would that violate free speech? How should Mill’s “harm principle” guide our approach to regulating speech on social media platforms today? Support your answer with compelling evidence or examples.

\*\*\**********************************************************************************

2) John Rawls believed that a fair society should only allow inequality if it helps those who have the least. Looking at issues like wealth, healthcare, or education, do you think our society is fair by Rawls’s standards? Why or why not?

\*\*\*****************************************************************************

3) During crises like pandemics, governments sometimes restrict personal freedoms for public safety. Do you think it’s ever right to limit personal freedom to protect the community? How might Mill or Rawls see this issue? In your opinion, is it ever morally justified to limit individual liberty for the sake of collective well-being?

**\_\_\______________________________________________________________________**

1. Please make your initial post substantive (10 or more sentences).

Tab Government

The Discussion Board assignments will be used to enhance your peer interactions and learn about different viewpoints on events in politics. Please respect each other's opinions and communicate accordingly.

Appropriate responses will be
**detailed**,
**directly answer the posting**, and
**provide evidence** (primarily from the readings and lectures) that contain sources of statistics or quotes that are cited.

Your initial response should be 200-450 words, cited in APA or MLA formatting. Posting will take the form of responding to two (2) of your classmates in the thread question with 75-100 words with a maximum number of 3-5 sentences.

**The second Discussion Board Assignment will discuss why you believe more young people are moving to identify as an “Independent” in recent public opinion polls. Based upon what has been presented in class about how parties work and how people come to their own political understanding, create a reasoned argument explaining how the two-party system has disappointed young voters? Please support your responses from your textbook readings.**

**StateHomicideLaws.pdf**

This file is too large to display. [View in new window](https://www.sweetstudy.com/files/statehomicidelaws-pdf)

**## americangovernmentwk3tab.docx**

**Criminal Law Exercise #3: Crack the Code: Feticide (300 words) (Tr)**

In the chapter 9 readings, you learned about criminal homicide. Please compare one state with fetal homicide laws with a state with partial fetal violence law recognition. I have included a link with states and a general overview of fetal laws. Please look up the most current laws for your selected states. An example is on page 9.1.3. Information on Feticide page 9.1.1. Your response must be in APA format

[StateHomicideLaws.pdf](https://durhamtech.instructure.com/courses/15155/files/1775025?wrap=1)

**Criminal Law exercise #4 (300 words) (Adr)**

Discussion-Mill-Rawls

**_Answer two of the questions below and also comment on at least one of your classmates' answers. Clearly number each response (e.g., “1.” and “2.”) so it’s obvious which question you are addressing. Do not combine your responses; if they are not separated, they will be counted as only one answer._**

**_Please, do not submit AI-generated answers. Such submissions will be detected and may result in embarrassment._**

1) J.S. Mill argues that liberty should only be limited to prevent harm to others. In today’s world of social media, misinformation can cause real harm—yet restrictions can also limit free expression. Should platforms limit harmful or false posts, or would that violate free speech? How should Mill’s “harm principle” guide our approach to regulating speech on social media platforms today? Support your answer with compelling evidence or examples.

\*\*\**********************************************************************************

2) John Rawls believed that a fair society should only allow inequality if it helps those who have the least. Looking at issues like wealth, healthcare, or education, do you think our society is fair by Rawls’s standards? Why or why not?

\*\*\*****************************************************************************

3) During crises like pandemics, governments sometimes restrict personal freedoms for public safety. Do you think it’s ever right to limit personal freedom to protect the community? How might Mill or Rawls see this issue? In your opinion, is it ever morally justified to limit individual liberty for the sake of collective well-being?

**\_\_\______________________________________________________________________**

1. Please make your initial post substantive (10 or more sentences).

Tab Government

The Discussion Board assignments will be used to enhance your peer interactions and learn about different viewpoints on events in politics. Please respect each other's opinions and communicate accordingly.

Appropriate responses will be
**detailed**,
**directly answer the posting**, and
**provide evidence** (primarily from the readings and lectures) that contain sources of statistics or quotes that are cited.

Your initial response should be 200-450 words, cited in APA or MLA formatting. Posting will take the form of responding to two (2) of your classmates in the thread question with 75-100 words with a maximum number of 3-5 sentences.

**The second Discussion Board Assignment will discuss why you believe more young people are moving to identify as an “Independent” in recent public opinion polls. Based upon what has been presented in class about how parties work and how people come to their own political understanding, create a reasoned argument explaining how the two-party system has disappointed young voters? Please support your responses from your textbook readings.**

**StateHomicideLaws.pdf**

This file is too large to display. [View in new window](https://www.sweetstudy.com/files/statehomicidelaws-pdf)

– 1
– 2

November 5, 2026
[Solved] Assigment .Apa seven . All instructions attached.

✓ Verified Academic Solution Available

Executive Solution Overview

– ## MRUCaseStudyRubric.pdf – ## CaseStudy2-Respiratory.pdf – ## CaseStudy1-Irondeficiencyanemia2024.pdf **## MRUCaseStudyRubric.pdf** MRU Case Study #1 Rubric Case Study 1: (Total: 10 points) • Questions (2 points each): 1. Question 1: ____ / 2 2. Question 2: ____ / 2 3. Question 3: __…

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Assignment Prompt & Instructions

– ## MRUCaseStudyRubric.pdf

– ## CaseStudy2-Respiratory.pdf

– ## CaseStudy1-Irondeficiencyanemia2024.pdf

**## MRUCaseStudyRubric.pdf**

MRU Case Study #1 Rubric

Case Study 1: (Total: 10 points)

• Questions (2 points each):
1. Question 1: ____ / 2
2. Question 2: ____ / 2
3. Question 3: ____ / 2
4. Question 4: ____ / 2

• APA Style (2 points):
o Correct use of APA formatting, citations, and references: ____ / 2

Case Study 2: (Total: 9 points)

• Questions (2 points each):
1. Question 1: ____ / 2
2. Question 2: ____ / 2
3. Question 3: ____ / 2
4. Question 4: ____ / 2

• APA Style (1 point):
o Correct use of APA formatting, citations, and references: ____ / 1

Grading Criteria

1. Content Mastery: Accuracy and completeness of responses to case study questions.
2. Critical Thinking: Application of course concepts and analytical skills in the answers.
3. APA Format: Proper citation, formatting, and reference style following APA guidelines.

**## CaseStudy2-Respiratory.pdf**

Case Study: Respiratory Infection
Patient Information:

• Name: Sarah Smith
• Age: 25
• Gender: Female
• Occupation: Teacher
• Medical History: No significant medical history reported.

Presenting Complaint: Sarah Smith presents to the clinic with complaints of cough, fever, and
difficulty breathing for the past week. She reports a productive cough with yellowish-green
sputum and chest tightness.

Physical Examination Findings:

• Vital Signs: BP 110/70 mmHg, HR 90 bpm, RR 20 breaths/min, Temp 101.2°F
• General: Alert and oriented, appears ill
• Respiratory: Decreased breath sounds and crackles heard bilaterally on auscultation
• Cardiovascular: Regular rhythm, no murmurs or abnormal sounds
• Abdomen: Soft, non-tender, no organomegaly
• Neurological: Intact cranial nerves, normal motor and sensory functions

Laboratory Investigations:

• Complete Blood Count (CBC): Elevated white blood cell count (WBC) with left shift
• Chest X-ray: Infiltrates in bilateral lower lung fields consistent with pneumonia
•

Diagnosis: Sarah Smith is diagnosed with community-acquired pneumonia based on her clinical
presentation, physical examination findings, and radiological evidence.

Questions for Students:

1. What are the common signs and symptoms of community-acquired pneumonia?
2. Describe the typical findings on physical examination and chest X-ray in patients with

pneumonia.
3. What are the most common pathogens causing community-acquired pneumonia, and

how would you choose empirical antibiotic therapy in this patient?
4. Discuss the management of community-acquired pneumonia, including non-

pharmacological measures and potential complications to monitor for.

**## CaseStudy1-Irondeficiencyanemia2024.pdf**

Case Study: Iron Deficiency Anemia
Patient Information:

• Name: John Doe
• Age: 35
• Gender: Male
• Occupation: Construction Worker
• Medical History: No significant medical history reported.

Presenting Complaint: John Doe presents to the clinic with complaints of fatigue, weakness,
and shortness of breath on exertion for the past few months. He reports feeling unusually tired,
even after a full night's sleep, and has noticed increased paleness of his skin and conjunctiva.

Physical Examination Findings:

• Vital Signs: BP 120/80 mmHg, HR 80 bpm, RR 16 breaths/min, Temp 98.6°F
• General: Pale skin and conjunctiva, fatigue apparent
• Cardiovascular: Regular rhythm, no murmurs or abnormal sounds
• Respiratory: Clear lung fields bilaterally
• Abdomen: Soft, non-tender, no organomegaly
• Neurological: Intact cranial nerves, normal motor and sensory functions

Laboratory Investigations:

• Hemoglobin (Hb): 9.5 g/dL (Normal range: 13.5-17.5 g/dL)
• Hematocrit (Hct): 29% (Normal range: 40-50%)
• Mean Corpuscular Volume (MCV): 75 fL (Normal range: 80-100 fL)
• Serum Iron: 25 mcg/dL (Normal range: 60-170 mcg/dL)
• Total Iron Binding Capacity (TIBC): 400 mcg/dL (Normal range: 250-450 mcg/dL)
• Ferritin: 10 ng/mL (Normal range: 30-400 ng/mL)

Diagnosis: John Doe is diagnosed with iron deficiency anemia based on his clinical presentation,
physical examination findings, and laboratory results.

Questions for Students:

1. What are the common signs and symptoms of iron deficiency anemia?
2. Explain the laboratory findings in John Doe's case and how they support the diagnosis of

iron deficiency anemia.
3. What are the potential causes of iron deficiency anemia in adults, and how would you

approach further investigations in this patient?
4. Discuss the treatment options for iron deficiency anemia, including dietary

recommendations and pharmacological interventions.

**## CaseStudy1-Irondeficiencyanemia2024.pdf**

Case Study: Iron Deficiency Anemia
Patient Information:

• Name: John Doe
• Age: 35
• Gender: Male
• Occupation: Construction Worker
• Medical History: No significant medical history reported.

Presenting Complaint: John Doe presents to the clinic with complaints of fatigue, weakness,
and shortness of breath on exertion for the past few months. He reports feeling unusually tired,
even after a full night's sleep, and has noticed increased paleness of his skin and conjunctiva.

Physical Examination Findings:

• Vital Signs: BP 120/80 mmHg, HR 80 bpm, RR 16 breaths/min, Temp 98.6°F
• General: Pale skin and conjunctiva, fatigue apparent
• Cardiovascular: Regular rhythm, no murmurs or abnormal sounds
• Respiratory: Clear lung fields bilaterally
• Abdomen: Soft, non-tender, no organomegaly
• Neurological: Intact cranial nerves, normal motor and sensory functions

Laboratory Investigations:

• Hemoglobin (Hb): 9.5 g/dL (Normal range: 13.5-17.5 g/dL)
• Hematocrit (Hct): 29% (Normal range: 40-50%)
• Mean Corpuscular Volume (MCV): 75 fL (Normal range: 80-100 fL)
• Serum Iron: 25 mcg/dL (Normal range: 60-170 mcg/dL)
• Total Iron Binding Capacity (TIBC): 400 mcg/dL (Normal range: 250-450 mcg/dL)
• Ferritin: 10 ng/mL (Normal range: 30-400 ng/mL)

Diagnosis: John Doe is diagnosed with iron deficiency anemia based on his clinical presentation,
physical examination findings, and laboratory results.

Questions for Students:

1. What are the common signs and symptoms of iron deficiency anemia?
2. Explain the laboratory findings in John Doe's case and how they support the diagnosis of

iron deficiency anemia.
3. What are the potential causes of iron deficiency anemia in adults, and how would you

approach further investigations in this patient?
4. Discuss the treatment options for iron deficiency anemia, including dietary

recommendations and pharmacological interventions.

**## MRUCaseStudyRubric.pdf**

MRU Case Study #1 Rubric

Case Study 1: (Total: 10 points)

• Questions (2 points each):
1. Question 1: ____ / 2
2. Question 2: ____ / 2
3. Question 3: ____ / 2
4. Question 4: ____ / 2

• APA Style (2 points):
o Correct use of APA formatting, citations, and references: ____ / 2

Case Study 2: (Total: 9 points)

• Questions (2 points each):
1. Question 1: ____ / 2
2. Question 2: ____ / 2
3. Question 3: ____ / 2
4. Question 4: ____ / 2

• APA Style (1 point):
o Correct use of APA formatting, citations, and references: ____ / 1

Grading Criteria

1. Content Mastery: Accuracy and completeness of responses to case study questions.
2. Critical Thinking: Application of course concepts and analytical skills in the answers.
3. APA Format: Proper citation, formatting, and reference style following APA guidelines.

**## CaseStudy2-Respiratory.pdf**

Case Study: Respiratory Infection
Patient Information:

• Name: Sarah Smith
• Age: 25
• Gender: Female
• Occupation: Teacher
• Medical History: No significant medical history reported.

Presenting Complaint: Sarah Smith presents to the clinic with complaints of cough, fever, and
difficulty breathing for the past week. She reports a productive cough with yellowish-green
sputum and chest tightness.

Physical Examination Findings:

• Vital Signs: BP 110/70 mmHg, HR 90 bpm, RR 20 breaths/min, Temp 101.2°F
• General: Alert and oriented, appears ill
• Respiratory: Decreased breath sounds and crackles heard bilaterally on auscultation
• Cardiovascular: Regular rhythm, no murmurs or abnormal sounds
• Abdomen: Soft, non-tender, no organomegaly
• Neurological: Intact cranial nerves, normal motor and sensory functions

Laboratory Investigations:

• Complete Blood Count (CBC): Elevated white blood cell count (WBC) with left shift
• Chest X-ray: Infiltrates in bilateral lower lung fields consistent with pneumonia
•

Diagnosis: Sarah Smith is diagnosed with community-acquired pneumonia based on her clinical
presentation, physical examination findings, and radiological evidence.

Questions for Students:

1. What are the common signs and symptoms of community-acquired pneumonia?
2. Describe the typical findings on physical examination and chest X-ray in patients with

pneumonia.
3. What are the most common pathogens causing community-acquired pneumonia, and

how would you choose empirical antibiotic therapy in this patient?
4. Discuss the management of community-acquired pneumonia, including non-

pharmacological measures and potential complications to monitor for.

**## CaseStudy1-Irondeficiencyanemia2024.pdf**

Case Study: Iron Deficiency Anemia
Patient Information:

• Name: John Doe
• Age: 35
• Gender: Male
• Occupation: Construction Worker
• Medical History: No significant medical history reported.

Presenting Complaint: John Doe presents to the clinic with complaints of fatigue, weakness,
and shortness of breath on exertion for the past few months. He reports feeling unusually tired,
even after a full night's sleep, and has noticed increased paleness of his skin and conjunctiva.

Physical Examination Findings:

• Vital Signs: BP 120/80 mmHg, HR 80 bpm, RR 16 breaths/min, Temp 98.6°F
• General: Pale skin and conjunctiva, fatigue apparent
• Cardiovascular: Regular rhythm, no murmurs or abnormal sounds
• Respiratory: Clear lung fields bilaterally
• Abdomen: Soft, non-tender, no organomegaly
• Neurological: Intact cranial nerves, normal motor and sensory functions

Laboratory Investigations:

• Hemoglobin (Hb): 9.5 g/dL (Normal range: 13.5-17.5 g/dL)
• Hematocrit (Hct): 29% (Normal range: 40-50%)
• Mean Corpuscular Volume (MCV): 75 fL (Normal range: 80-100 fL)
• Serum Iron: 25 mcg/dL (Normal range: 60-170 mcg/dL)
• Total Iron Binding Capacity (TIBC): 400 mcg/dL (Normal range: 250-450 mcg/dL)
• Ferritin: 10 ng/mL (Normal range: 30-400 ng/mL)

Diagnosis: John Doe is diagnosed with iron deficiency anemia based on his clinical presentation,
physical examination findings, and laboratory results.

Questions for Students:

1. What are the common signs and symptoms of iron deficiency anemia?
2. Explain the laboratory findings in John Doe's case and how they support the diagnosis of

iron deficiency anemia.
3. What are the potential causes of iron deficiency anemia in adults, and how would you

approach further investigations in this patient?
4. Discuss the treatment options for iron deficiency anemia, including dietary

recommendations and pharmacological interventions.

**## MRUCaseStudyRubric.pdf**

MRU Case Study #1 Rubric

Case Study 1: (Total: 10 points)

• Questions (2 points each):
1. Question 1: ____ / 2
2. Question 2: ____ / 2
3. Question 3: ____ / 2
4. Question 4: ____ / 2

• APA Style (2 points):
o Correct use of APA formatting, citations, and references: ____ / 2

Case Study 2: (Total: 9 points)

• Questions (2 points each):
1. Question 1: ____ / 2
2. Question 2: ____ / 2
3. Question 3: ____ / 2
4. Question 4: ____ / 2

• APA Style (1 point):
o Correct use of APA formatting, citations, and references: ____ / 1

Grading Criteria

1. Content Mastery: Accuracy and completeness of responses to case study questions.
2. Critical Thinking: Application of course concepts and analytical skills in the answers.
3. APA Format: Proper citation, formatting, and reference style following APA guidelines.

**## CaseStudy2-Respiratory.pdf**

Case Study: Respiratory Infection
Patient Information:

• Name: Sarah Smith
• Age: 25
• Gender: Female
• Occupation: Teacher
• Medical History: No significant medical history reported.

Presenting Complaint: Sarah Smith presents to the clinic with complaints of cough, fever, and
difficulty breathing for the past week. She reports a productive cough with yellowish-green
sputum and chest tightness.

Physical Examination Findings:

• Vital Signs: BP 110/70 mmHg, HR 90 bpm, RR 20 breaths/min, Temp 101.2°F
• General: Alert and oriented, appears ill
• Respiratory: Decreased breath sounds and crackles heard bilaterally on auscultation
• Cardiovascular: Regular rhythm, no murmurs or abnormal sounds
• Abdomen: Soft, non-tender, no organomegaly
• Neurological: Intact cranial nerves, normal motor and sensory functions

Laboratory Investigations:

• Complete Blood Count (CBC): Elevated white blood cell count (WBC) with left shift
• Chest X-ray: Infiltrates in bilateral lower lung fields consistent with pneumonia
•

Diagnosis: Sarah Smith is diagnosed with community-acquired pneumonia based on her clinical
presentation, physical examination findings, and radiological evidence.

Questions for Students:

1. What are the common signs and symptoms of community-acquired pneumonia?
2. Describe the typical findings on physical examination and chest X-ray in patients with

pneumonia.
3. What are the most common pathogens causing community-acquired pneumonia, and

how would you choose empirical antibiotic therapy in this patient?
4. Discuss the management of community-acquired pneumonia, including non-

pharmacological measures and potential complications to monitor for.

**## CaseStudy1-Irondeficiencyanemia2024.pdf**

Case Study: Iron Deficiency Anemia
Patient Information:

• Name: John Doe
• Age: 35
• Gender: Male
• Occupation: Construction Worker
• Medical History: No significant medical history reported.

Presenting Complaint: John Doe presents to the clinic with complaints of fatigue, weakness,
and shortness of breath on exertion for the past few months. He reports feeling unusually tired,
even after a full night's sleep, and has noticed increased paleness of his skin and conjunctiva.

Physical Examination Findings:

• Vital Signs: BP 120/80 mmHg, HR 80 bpm, RR 16 breaths/min, Temp 98.6°F
• General: Pale skin and conjunctiva, fatigue apparent
• Cardiovascular: Regular rhythm, no murmurs or abnormal sounds
• Respiratory: Clear lung fields bilaterally
• Abdomen: Soft, non-tender, no organomegaly
• Neurological: Intact cranial nerves, normal motor and sensory functions

Laboratory Investigations:

• Hemoglobin (Hb): 9.5 g/dL (Normal range: 13.5-17.5 g/dL)
• Hematocrit (Hct): 29% (Normal range: 40-50%)
• Mean Corpuscular Volume (MCV): 75 fL (Normal range: 80-100 fL)
• Serum Iron: 25 mcg/dL (Normal range: 60-170 mcg/dL)
• Total Iron Binding Capacity (TIBC): 400 mcg/dL (Normal range: 250-450 mcg/dL)
• Ferritin: 10 ng/mL (Normal range: 30-400 ng/mL)

Diagnosis: John Doe is diagnosed with iron deficiency anemia based on his clinical presentation,
physical examination findings, and laboratory results.

Questions for Students:

1. What are the common signs and symptoms of iron deficiency anemia?
2. Explain the laboratory findings in John Doe's case and how they support the diagnosis of

iron deficiency anemia.
3. What are the potential causes of iron deficiency anemia in adults, and how would you

approach further investigations in this patient?
4. Discuss the treatment options for iron deficiency anemia, including dietary

recommendations and pharmacological interventions.

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