... Provide the citation to the article that you discover There was a case dealing wi0th a high end clothes designer out of major western cities that released 3 employees based on their social media posts. The posts discussed various workers’ rights as well as abuse of power in the management positions. They used their networking with other stores to inquire about how management is at other stores with no repercussions to the manager of the other store. According to arentfox.com, “Morris brought the book about worker’s rights to the store and placed it in the break room where other employees looked through it. The book covered matters such as benefits, discrimination, the right to organize, safety, health and sanitation.” (2013) This book was brought in as a result of conversations with the manager from the Las Vegas store. In a complaint by the NLRB, they claimed that the 3 employees were released violating the sections 7 and 8 of the NLRA. The decision was based on the facts that it was a discussion between company employees about work conditions. Section 7 states that “the right ... to form, join, or assist labor organizations ... and to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection.” (2013) By firing the three employees they showed that employees at the time were not allow to collaborate about the issues within the work place. In section 8, it explains, “interfere with,...
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...You Decide ES Review the Virginia Pollard case information located at the beginning of this project: You Decide ES. (If you click here, you will return to the face-sheet of the project area. To return to this page, click the Beginbutton again. You can do this all week.) To do well on this project, study the readings for this week and consider the work we did in Week 5. You may want to do some outside research for this project as well, reviewing recent case law on discrimination and harassment and including that in your answers to the project. Do not discuss this project with your classmates. You should do the work on your own. This project is "pooled," meaning your classmates may have different questions than you do. This project is worth 100 points toward your final grade. You can access this area all week and continue updating your answers until the end of the week – be sure to hit "save answers" before leaving each time! When you are done working on the project, hit "Submit for grade," and then it will be available in the gradebook for grading. Your role in answering the questions: You are the independent human resources consultant hired by Teddy's Supplies to help explain to the company what the case against them will entail. You have gleaned the facts from your investigations into the situation to date. You have never talked with Virginia Pollard. The case is currently in the appeals stage and the company executives have some questions for you. Answer them using the...
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...MANAGE QUALITY CUSTOMER SERVICE Assessment 1 Innovative Widgets Customer Service Plan A. VISION In five years’ time, Innovative Widgets will be the leader in customer service satisfaction, providing timely, responsive service with integrity, simplicity and a passion for excellence, while meeting or exceeding the customer’s expectations. MISSION The mission of Innovative Widgets is to always convey a passion for the customer and to consistently deliver the best service experience Innovative Widgets defines customer service as any activity provided by an Innovative Widget employee that enhances the ability of a customer to realize the full potential value of an Innovative Widget product or service before and after the sale is made, thereby leading to Customer Satisfaction and repurchase. B. PRODUCT STANDARDS 1) Dimensions: Mean widget size = 10mm 2) Tolerances : +/- 3% variance (0.03) = all widgets including tolerances = 9.7mm – 10.3mm 3) Pricing: Competitive pricing which is determined by the size and materials 4) Material : Metal and plastic 5) Delivery : 3 day guarantee delivery via courier or pick up 24 hours after order taken C. POLICIES AND PROCEDURES Policy Customer information and market research policy and procedure Purpose : To remain competitive as Australia’s leading manufacturer and distributor of widgets by identifying our customers’ needs Relevant legislation •Privacy Act 1998 (Commonwealth) ...
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...bring the Jakubek back into compliance of the law under Title VII of the Civil Right Act. In the work environment there are many laws that help protect the employee rights in the work place. One of these laws is The Civil Rights Act of 1866, which prohibits employers from discriminating against individuals because of their race. Over the years the Civil Right Act has change to encompass not only race, but also prohibits employers from discriminating in terms of conditions of employment on the basis of color, national origin, religion and sex. [ (Kubasek, 2009, p. 627) ] In the court case of Ouch v. Jakubek we will look at the part of the Civil Right Act under Title VII on discrimination because of sex or in this case sexual harassment. Sexual harassment is “the unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, which explicitly or implicitly makes submission a term or conditions of employment or creates an intimidating, hostile, or offensive environment.” [ (Kubasek, 2009, p. 599) ] Under Title VII of the Civil Right Act, in order to show sexual harassment a plaintiff must show that “the harassment was sufficiently severe or pervasive to alter the conditions of the victim’s employment and create an abusive working environment,” and there is a “specific basis for imputing the conduct...
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...You Be the Judge Matthew McCown LAW/531 1/11/16 William Eshelman Defining the case of sexual harassment between the plaintiff and the defendant The sexual harassment case presented took the plaintiffs case of potential loss of promotion due to the defendant’s actions of placing a risqué picture on the plaintiff’s background on his computer desktop at work. The plaintiff’s supervisor whom is in charge of making the decisions for promotions is assumed by the plaintiff to have changed his mind due to discovery of this image on the computer. Throughout the course of the discussion, information regarding the plaintiff’s relationship with the defendant becomes clearer. The plaintiff and the defendant do have prior history engaging in conversations and physical behavior that could be a violation of the other’s personal space. The only reason the case has been brought to lawsuit was due to the potential damages that have occurred as a result of the defendants most recent actions. Had this situation never occurred it is assumed that the behavior would be continuing. The plaintiff had never discussed with work place officials or the defendant that the behavior between the two was inappropriate and should stop. According to (The Advocates, 2016) “Some countries have criminalized sexual harassment in the workplace or have legislation that is considered to apply to workplace harassment”. The plaintiff has sought reprieve from the potential damages in the loss of the promotion...
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...Bullying and harassment can occur in written communications, visual images, by phone, mail and social media as well as face to face actions. Inappropriate banter will not be tolerated. 4. Managing performance by giving feedback constructively, asking people to undertake their responsibilities or carry out another reasonable task, or taking appropriate action under the relevant employment policies is not bullying or harassment, but conversations about performance will be consistent with the general requirement that we all treat each other with dignity and respect. Behaviour which is not in accordance with these principles is unacceptable. 5. We will not tolerate intimidation, victimisation or unfair discrimination against any employee who makes a complaint of, or who assists in, an investigation of alleged bullying and harassment. 6. There is an informal and a formal process for dealing with genuine concerns relating to bullying...
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...Review the Virginia Pollard case information located at the beginning of this project: You Decide ES. (If you click here, you will return to the face-sheet of the project area. To return to this page, click the Begin button again. You can do this all week.) To do well on this project, study the readings for this week and consider the work we did in Week 5. You may want to do some outside research for this project as well, reviewing recent case law on discrimination and harassment and including that in your answers to the project. Do not discuss this project with your classmates. You should do the work on your own. This project is "pooled," meaning your classmates may have different questions than you do. This project is worth 100 points toward your final grade. You can access this area all week and continue updating your answers until the end of the week – be sure to hit "save answers" before leaving each time! When you are done working on the project, hit "Submit for grade," and then it will be available in the grade book for grading. Your role in answering the questions: You are the independent human resources consultant hired by Teddy's Supplies to help explain to the company what the case against them will entail. You have gleaned the facts from your investigations into the situation to date. You have never talked with Virginia Pollard. The case is currently in the appeals stage and the company executives have some questions for you. Answer them using the most recent legal...
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...Pollard filed a charge of sex discrimination with the New Jersey Commission on Human Rights. The Commission found that Pollard had been the victim of sex discrimination and that Teddy's reasons for firing her were pretext, and awarded her back wages and damages. Teddy's appealed to the circuit court, including in their case that Pollard had committed several infractions, including participating in the spanking incident. They reported that Pollard had failed to report any sexual harassment and included a copy of their sexual harassment policy as part of their defense case. The Circuit Court found that Teddy did have good reason to discipline Pollard but that firing her was in fact disparate treatment when compared with the utter lack of discipline given to King. The circuit court reversed the Commission's award of damages because it believed that Teddy had been right to discipline Pollard, but they ordered Teddy's to reinstate Pollard to her old position. Pollard appealed to the New Jersey Court of Appeals and refused to accept her job back. My memo to the CEO follows: This memo is in regards to the case that has been brought against Teddy’s Supplies (Teddy’s) by Ms. Virginia Pollard, a former employee of Teddy’s. I have been asked to review the case and determine if Teddy’s has any liability issues and what particular points I feel are relevant. To review, Teddy's has been found guilty of sexual harassment in her case by the New Jersey Commission on Human Rights, and awarded...
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...Sexual Harassment Policy THE COMPANY’S COMMITMENT: The Company is committed to providing a work environment that ensures that every employee is treated with dignity and respect and afforded equitable treatment. The Company is committed to promoting a work environment that is conducive to the professional growth of its employees, provides a professional atmosphere, and promotes equality of opportunity. The Company will not tolerate any form of harassment and is committed to taking all necessary steps to ensure that employees are not subject to harassment. The law guarantees employees the right to employment in a workplace free from harassment and discrimination. THE SCOPE OF THE WORKPLACE: This policy applies to all those working for The Company including management, administrative employees, secretarial staff and part-time staff. The Company will not tolerate sexual harassment whether engaged in by fellow employees, supervisors, clients or suppliers. The workplace includes: 1. All offices or other premises where The Company’s business is conducted; 2. All company-related activities performed at any other site away from The Company’s premises; 3. Any social, business or other functions where the conduct or comments may have an affect on the workplace or workplace relations. SEXUAL HARASSMENT DEFINED: Sexual harassment may be one or a series of incidents involving unsolicited and unwelcome sexual advances, requests for sexual favors, or other...
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...work activities. Clarence did commit sexual harassment through the physical touching and stating sexual slurs that the employee found offensive and became uncomfortable. He committed verbal or physical harassment of a sexual nature. Clarence created a hostile and offensive work environment by the complainant stating that his actions resulted in an adverse employment decision (such as the victim being fired or demoted, or when the victim decides to quit the job). Although the legal and social understanding of sexual harassment varies by culture, the company did act upon the complaint by separating the two employees’ workstations. The Complaining employee was distraught enough to cry and complain to other supervisors. She also requested a transfer because the supervisor’s behavior affected her job. Human Resources were informed as the last result. Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964 as in this case. Sexual harassment in extreme cases is torts. References Retrieved 2014 from...
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...Employment Law and Discrimination Ali Akbar LAW/531 February 2nd, 2016 University of Phoenix James Charnell Employment Law and Discrimination Johnathan Silverstein is suing Meredith Shaw for sexual harassment based on the fact that she put a “sexy screen saver” on his computer in which his supervisor seen and apparently used it as an excuse to deny him a promotion. The two were once friends and had played numerous of pranks on one another for several years. The only time that it went too far is when he felt like he lost a promotion because of it. According to The Free Legal Dictionary (2003) the federal courts did not recognize sexual harassment as a form of sex discrimination until the 1970s, because the problem originally was perceived as isolated incidents of flirtation in the workplace. Employers are now aware that they can be sued by the victims of workplace sexual harassment. An applicable defense, in this case, is that the behavior was unwelcome. However, the judge ruled that the Plaintiff took part in the action before, and the only reason he is doing something about it now is because he believes it cost him a promotion. The Plaintiff admitted that he had never told the Defendant to stop or that it made him feel uncomfortable. He also admitted that he did not inform the supervisor or the Human Resources Department about the Defendant’s behavior. According to The Civil Rights Act of 1964 Title VII, it makes no difference . . . Whether the person whose acts...
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...Case: 6:01-cv-00339-KKC-REW Doc #: 669 Filed: 03/01/10 Page: 1 of 17 - Page ID#: .,13376 ,,,:~™~ "' ^tt*** £0 m THE UNITED STATES DISTRICT COURT FOR THE EASTERN DISTRICT OF KENTUCKY EQUAL EMPLOYMENT OPPORTUNITY COMMISSION. Plaintiff, v. WAL-MART STORES, INC. ) ) ) ) ) ) ) ) ) ) ) ) MAR - | 20tt) ATtnnw ^"^ CIVIL ACTION NO01-339-RICC Defendant CONSENT DECREE The United States Equal Employment Opportunity Commission (the XommissioiT or the "EEOC") commenced this action against Wal-Mart Stores, Inc. ("Wal-Mart") pursuant to Title VII of the Civil. Rights Act of 1964 and Title I of the Civil Rights Act of 1991 ("Title VII") to address allegations that Wal-Mart subjected a class of females to gender discrimination in hiring whenfillingopen orderfiller positions to Wal-Mart's Distribution Center No. 6097 ("DC 6097"), located in London, Kentucky. The Commission and Wal-Mart stipulate to the Court's jurisdiction over the parties. Further, the Commission and Wal-Mart desire to resolve Civil Action No. 01-339-KKC without the burden and expense of further litigation. As a result, and based on the pleadings and the record as a whole, the Court finds that: [i] the Court has jurisdiction over the parties and the subject matter of this action; [ii] the terms of this Decree are adequate, fair, reasonable, equitable and just; [hi] this Decree conforms with the Federal Rules of Civil Procedure and is not in derogation of the rights or privileges of any person; [iv] this rape ...
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...29.1 The drunken individual tried re-entering the establishment after being ejected for his behavior. His gradual level of intoxication increased to the point of being a nuisance, eventually making him a trespasser after leaving and returning. The police came and arrested him; however, he escaped returning to the scene of the crime; at this point he was trespassing without a shadow of a doubt. THe court determined the establishment fulfilled its duty to the plaintiff. Ecases. (2015). Ginn v. Renaldo, Inc. Retrieved from http://www.ecases.us/ 29.2 A vacation is an intangible item, and involves several different considerations, other than automobile tires. Connolly and Braband are less relevant to the case than Wiedmann and Stansell. The courts could not find tort-like actions in Illinois by Samuelson, who justifies the application of jurisdiction over her in the state. Leagle. (2015). Connolly v. Samuelson. Retrieved from http://www.leagle.com/. 29.4 The court’s final ruling indicated that the defendant accepted the plaintiff’s cashier’s check, which was dated July 1980 and did not satisfy the debt owed to the defendant. Therefore, the defendant was awarded the case. Leagle. (2015). Bolus v. United Penn Bank. Retrieved from http://www.leagle.com/. 30.4 The court ruled that the insurance company has liability under a legal and binding contract. The contract was for harm due to vehicle repairs completed by the mechanic, which the company contracted to perform a service...
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...IN THE UNITED STATES DISTRICT COURT FOR THE CENTRAL DISTRICT OF ILLINOIS JUSTIN KING ) ) PLAINTIFF, ) ) CIVIL ACTIONS NO: ____________________ vs. ) ) ) JUDGE: _____________________________ ANHEUSER BUSCH and ) FRANK CUELLAR ) ) DEFENDANT ) COMPLAINT COMES NOW, plaintiff, Justin King and for his complaint, alleges as follows: 1. Plaintiff, for all times mentioned herein, was a resident of the County of Paxton, State of Illinois. 2. Plaintiff is informed and believes and thereon alleges that defendant, Anheuser Busch, was and is a business primarily operating out of the County of St. Louis, State of Missouri. 3. This is an action for damages in excess of $75,000.00, as required by 28 USC 1332. 4. Plaintiff is informed and believes and thereon alleges that at all times and places herein mentioned defendant, Frank Cuellar, was operating a certain 1992, Nissan UD2000 B, 24ft straight truck, WHITE in color, PLATE NO. 07 MO 968-7RL., fully loaded with cases of Anheuser Busch product. 5. At all times herein mentioned plaintiff was and now is the owner of a certain 2006, Harley Davidson X-73, motorcycle, BLACK in color, PLATE NO. 07 MO 327-HP8 6. At all times herein mentioned Interstate 57 was and now is a public highway running in a general northerly and southerly direction. 7. On or about the 8th day of April, 2004 plaintiff was operating his automobile in a prudent and careful manner in a general...
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...Title • Messa (P) v. Sullivan & Keyman’s club (D, A) Citation: what court or reporters • Court: Appellate Ct of IL, First District, First Division • Cited as: 61 Ill.App. 2s 386, 209 N.E. 2d 872 Author: judge • Judge Burman Facts: • P suffered injury at the Keyman’s Club bldg, Chicago: 1st and 2nd fl has many stores (bowling alley, barber shop, acocktail lounge, banquet and meeting rooms), 3rd fl for a labor union office, and 4th fl empty. 5th fl is residence for Sullivans and no other use on the 5th fl. The D’s apt has safe, furniture, personal property, 3-year old German Shepherd for safe-keeping of the club’s property in the apt. • There are signs on the exterior and on a bldg directory in the lobby. • No notices that the 5th fl is used as a residence and not for commercial or business purposes. • Automatic elevator for all the floors accessible as one entered the bldg from Madison Street and walking through bldg lobby passing bldg office(left side). • June 12, 1961, P (deaf mute) entered bldg about 2 pm for the purpose of selling printed cards depicting the deaf and dumb alphabet. Her first time at the bldg. P passed the bldg’s office where a woman was sitting, took the elevator to the 5th fl. The door of the elevator opened automatically at 5th fl but she had open (swung outward) a second door (said heavy). P turned left toward the apt door. At that point, D’s dog ran out of the door and jumped on the P. P testified, "... the dog bit me on...
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