Bus502 : Business Legal And Ethical Issues

After reviewing the data it is apparent the promotional rate of women in managerial positions when compared to the men is disproportional to the size of the population. This shows disparate treatment, the company hires women, but women do not promote at the same pace as men. This shows strong evidence of discrimination and if not resolved will lead to a violation of the Equal Employment Opportunity Commission.

This is done to maintain gender separation. For example, same tasks are given different job titles like “executive secretary and administrative assistant (Lorber 56).” This, in turn, advocates a stratification system where men are ranked higher than women. The belief that men are more capable than women in the workplace is supported by the stereotype that women are more emotional and passive than men. The status of woman, and its assigned roles and characteristics, is held in lower regard than the status of man, giving prestige and power to males.

Sexual harassment is always a legal topic in the work environment because the ramifications are so severe, but at the same time very abstract to describe what can constitute sexual harassment. This paper will take into consideration different elements of the law including Employment Law and cases tried before the U.S. Supreme Court. It will also offer suggestions for corrective action pertaining to the issue of sexual harassment in the workplace.

One of RAPIDS’s foundational barriers against lawsuits is to approach the business with an attitude of prevention. A few of RAPIDS’s policies will be to implement a three day orientation session and to require each employee to read the employee handbook. All employees who are hired will be required to attend this session and will be subsequently tested to ascertain that

1. On Market Failure – We said that the rationale for public policy is either market failure and/or government failure. Address the following with this rationale in mind:

Fixed code is known all over United States those of good and faith and commercial reasonable the unchanging Commercial Code (UCC) is a set of standardized rules that applies to most commercial transactions in the United States. Uniform cipher is accepted all over affiliated states those of acceptable and acceptance and bartering reasonable commercial code is a body of laws relating to, codify. The main relevance of the UCC to real property is in the area of personal property and fixture, to create a sucerurity interest in personsona; property , included personal the code require the use of security agreement, which must contain a complete

From a biblical perspective we see in 1 Samuel 12:1-4 Israel’s high regard for Samuel. He was a man who exuded integrity. Samuel said to all of Israel, “I have listened to everything you said to me and have set a king over you. Now you have a king as your leader. As for me, I am old and gray, and my sons are here with you. I have been your leader from my youth until this day. Here I stand. Testify against me in the presence of the Lord and his anointed. Whose ox have I taken? Whose donkey have I taken? Whom have I cheated? Whom have I oppressed? From whose hand have I accepted a bribe to make me shut my eyes? If I have done any of these, I will make it right.” “You have not cheated or oppressed us,” they replied. “You have not taken anything from anyone’s hand.”

with MBA degrees said that gender was a factor in a missing raise or promotion.” Because they

Team individuals of the Task Force have found a way to build requirement of existing laws that restrict pay segregation. The U.S. Rise to Job Opportunity Commission (EEOC), for occurrence, keeps on taking part in regulatory requirement and case to uphold the privileges of ladies in the work environment comprehensively—not simply in the domain of pay separation.

Tinker & Tailor’s Home Security Service: “The limited partnership form of business organization was primarily created to address one of the worst shortcomings of the traditional partnership form: unlimited personal liability for financial obligations incurred by the partnership” (Seaquist, 2012). Those involved in a limited partnership are in a unique situation in that they are only legally responsible for their investment in the partnership

Women are not a getting an opportunity to be promoted at the same rate as men in the workplace. Women at their profession are “finding themselves trapped in what’s called the marzipan layer in the corporation just below the senior management,” says Gray. The marzipan layer refers to how a woman is stuck under the highest-level in the corporation. “When a woman applies for a job she has excellent qualification and experience they will not hire the woman because the long-time clients will rather deal with a men employer than a female employer.” Another essential point that “Sex” clarifies is that women are not getting a fair chance to advance in the workplace. They are being fired from their jobs due to company cutbacks and reorganization while men in the same job and less sonority than the female are allow keep their job. “Sex” continues saying, “Women who worked in the company for several years receive exemplary reviews and an Employee of the Year Awards, yet when women applied for a

Promotion and pay gap are the main concerns in gender discrimination. Many studies in the past and present have shown that women do not get promoted as fast as

In conclusion it has been proven that inequality still exists within companies. If women want to be paid based off their skills and not their gender, they need to become aware of the fact that this problem is still around and fight to get rid of it. Carol Hymowitz’s article reflects on the need to make a change in businesses around the world to offer diversity and equality. The change has to start with women coming together and taking a stand against discrimination. With constant change and growth within our country, there is no reason

In terms of different sectors within the industry, buyout firms are doing the worst. Only 10.5% of senior positions have a woman in charge, while the proportion is 14.0% in infrastructure, for example. Furthermore, in small private equity firms the situation tends to be worse. Women make only 9.7% of senior positions in firms with five or fewer such senior employees. In large firms, firms with over 20 high-level management positions, 13.9% of senior positions are held by women.

Even though numbers are slowly rising in the United States, there are still more men in executive positions than women. According to one survey, female workers only made up 43% of legislators, senior managers, and senior officials whereas male workers made up 57%. In congress, congresswomen make up only 17% of representation compared to congressmen making up 83% (Ferrante, 2011, p. 312). Gender stratification is one explanation for the tremendous gap. Ferrante (2011) describes gender stratification as the unequal distribution of opportunities and resources amongst male and female employees. (p. 311) For example, male workers have an increased opportunity to receive a promotion than a female worker. According to Tinsley (2013), women are more likely to receive executive positions when a company is doing well, rather than when a company is suffering. Some companies stereotype that women workers will leave the workforce soon to bear children, limiting their chances of achieving executive status (Ferrante, 2011, p. 316).