Ada Concerns Case Study . The Problem(S) Or Issue(S) At

Respondent Union Pacific Railroad Company ("Union Pacific"), submits this position statement in response to the discrimination charge filed by, Terry Scharfe ("Complainant"). The Complainant claims that Union Pacific discriminated against in retaliation for a prior complaint of harassment and on the basis of disability when he was discharged from his position as a Special Agent with the Union Pacific Police Department.

This case was based on facts and opinions from Peter Ramirez as being an employee for Yosemite Water Company as a route sales representative/relief sales representative. This case was filed because Mr. Ramirez felt that he wasn’t getting paid properly for all the jobs and duties he performed at the company. Also, the case was to resolve whether a bottled water driver was entitled to overtime pay or whether he was outside salesperson and being exempt from the Industrial Welfare Commission Wage Orders. Mr. Ramirez left the company and then he brought action against Yosemite for unpaid overtime wages. Yosemite defense was that Mr. Ramirez was an outside salesperson and exempt from wage and overtime laws. The best way to avoid costly lawsuits is with careful review of employee classifications (Hsiao-Ying and Kleiner, 2005).

United States Department of Labor (2014) asserts that the ADA and Rehabilitation Act of 1973 affect drug and alcohol policy. Within the scope of this law, even though employers may discharge an employee who is currently engaging in use of illegal substances, employers cannot discriminate against drug addicts who have a history of drug addictions and who are not currently using drugs and have been rehabilitated or currently in a treatment program. Samuels (2014) also stipulates that alcoholism and drug addiction cannot be discriminated in employment, housing, education and services. This protection is adhered to in the ADA and rehabilitation Act passed by the federal government.

Introduction: Complainant Christopher Sexton filed a discrimination complaint on February 13, 2017, alleging he was discharged because he was the subject of medical evaluations, a potential transfer" under Part 90, and he made safety complaints to Donald (Duck) Farler the service manager for AAA Mine Service, Inc. (Exhibit 3, p. 11 & 12).

Unfortunately, the second question regarding the ASGR-20 form clearly indicates that if the applicant have been ever registered overseas, he/she must complete the AGEN-20 form.

Mr. Ortiz states that the claimant did not provide a history of being injured at work and never indicated to him that he had injuries associated with the injuries associated with the claim. He said the claimant never exhibited any physical complications when he performed his job. He stated, “I never saw nothing wrong with him.”

The book begins at the wedding of Max and Cassandra (characters from Oasis Resort #3). LIAM BUTLER and ADA SULLIVAN, the main characters, meet for the first time. They share a dance at the reception and the attraction is immediate for both of them.

Ada Family Crisis Center just called to let us know they will not be participating this year in the Letter Carriers’ Food Drive. The director called me back this morning and said they did not have enough safe storage for the food due to a few local food drives that brought in food. Janet said normally any other time they would be happy to receive it and to keep them on the list for next year, but they just don’t have adequate space this time.

Joe Hadley, an employee on the day shift threatened to kill Bob Wison and later shot and killed him in the employee parking lot. Gary, the supervisor of the maintenance department, did not take the threat seriously and follow proper procedures to ensure safety for his employees. The problem is that Gray and other employees were unaware of how to properly deal with the threat.

Ramirez as she possessed her knowledge and skills of being a nail technician prior to her employment with En Vogue. Like the Hapney case, the appellant Hapney, possessed the skill of installing and repairing automobiles prior to his employment at Gulfcoast. Hapney had not been obtained his training from Gulfcoast, his previous employer. This is similar to our case, as Ms. Ramirez possessed the skills necessary to be a nail technician prior to En Vogue hiring her. Although she attended a national nail technician conference, she did not get the knowledge and skill of being a nail technician from En Vogue as she had four years of prior

The employee stated that she was having pain in her left shoulder, left side of her neck, left side of her chest and in her head and requested to be seen by a doctor. The Center Director was notified. The employee was transported to the First Care Medical Clinic by the HSE Manager. The employee was evaluated by the physician at First Care and received two prescription medications (4mg Tizanidine and 37. /325mg Tramadol/Acetaminophen), was released to return to work on restricted duty (restrictions are; Limited lifting no more than 5 pounds, limit repetitive bending/twisting and strenuous pushing/pulling to no more than 2 times an hour and to avoid movements of affected shoulder overhead. The physician requested physical therapy. The employee

Baker stated that she questions the claimant’s alleged CT claim of injuries after she received information as to the claimant was being legally represented for his worker's compensation claim. She stated that after he had been laid off from the company on February 10, 2017, there was no indication or witnesses to prove otherwise that the claimant may have had an incident which had been exasperated where he needed medical treatment. She believed that the post-termination claims which were being made by the claimant and his attorneys do not constitute any incidents that she is aware of which could be associated with the claimant’s alleged

“Our customer service team remains a key point of difference for Adairs. We pride ourselves on a history of providing great customer service positioning Adairs as the place to shop for home furnishings. We are committed to investing in our team to continue to enhance the customer experience and retain this important point of difference in the market.”

The problem is primarily a lack of medical evidence to suggest the applicant was returned to work, or at least, return to work with restriction, at some

In summary, Mr. Martinez is alleging that he receive 8 hours SWOP for missing tools from his tool room. In addition, he was required to inventory all 6 maintenance trucks, and others that held the position were not required to do so. Lastly, that he was subjected to sexual harassment by Jerry Kranendonk, and John Bittel, when they called him “Tool Fairy.” Mr. Martinez believes that he has been discriminated and retaliated against based on his race; Hispanic, and sex; male, in violation of the Title VII of the Civil Rights Act of 1964, as