Case Of EEOC V. Mims Distributing Company, Inc.

CCIB received a call from DCFS. They received a call from a member of the staff of LA County Board of Supervisors (Ofuna). Elizabeth reported that FFA SW Claudia Cuevas was driving her personal vehicle (with no foster children in it) when she was involved in a vehicle accident. The other driver was a Miss Cummins, was concerned and convinced Ms. Cuevas to take cash for the damage repair. MS. Cuevas accepted $450 in cash (in two payments.) Miss Cummins is apparently under the age of 18 and her mother, Nobie Cummins became aware of the situation and confronted Ms. Cuevas at the FFA. (Karen cash, director of the FFA was present). Nobie Cummins accused Ms. Cuevas of intimidation and manipulation of her daughter. (Daughter was called and on speaker

The court decided that their needed to be further proceedings for Maureen Davis under negligence and the Alabama State law of having sufficient evidence against Hardees restaurant under Flagstar who didn’t have a strong enough backing or argument to defend that fact that there

The parties in this lawsuit are: Equal Employment Opportunity Commission (EEOC) (plaintiff) and Mims Distributing Company, Inc (defendant), the EEOC is the plaintiff on behalf of Christopher Alston (Lally, 2015). Christopher Alston was a potential employee of the Mims Distributing Company, Inc.

III. Statement of Facts: Two Philadelphia officers observed Harry Mimms driving a car with an expired plate. They stopped the vehicle to issue a traffic ticket. One of the officers approached Mimms and asked him to step out of the car and produce his license and registration. Mimms alighted, whereupon the officer noticed a bulge under his jacket. Thinking the bulge might be a weapon, the officer frisked Mimms and discovered a loaded .38-caliber revolver. The other occupant was also carrying a gun. Mimms was indicted for carrying a concealed weapon and for unlawfully carrying a firearm without a license and convicted. Following a denial of a motion to suppress in the Court of Common Pleas in Philadelphia County, Pennsylvania, Mimms was convicted. The conviction was affirmed by the Superior Court of Pennsylvania but the Supreme Court of Pennsylvania reversed. The U.S. Supreme Court granted certiorari and reversed.

It appears that on September 28, 2017 the EEOC sues Home Depot for Disability Discrimination. The EEOC brought the suit under the Americans with Disabilities Act (ADA), which prohibits disability discrimination in employment, after first attempting to reach a pre-litigation settlement through its conciliation process. The case (EEOC v. The Home Depot / Home Depot U.S.A., Inc., Civil Action No. 17-cv-06990) was filed in the U.S. District Court for the Northern District of Illinois, Eastern Division, and has been assigned to U.S. District Judge Robert W. Gettleman. The EEOC is seeking full make-whole relief, including back pay, compensatory and punitive damages, and non-monetary measures to correct Home Depot's practices going forward. "Our

This case is followed by the laws and regulations of OSHA. OSHA (Occupational Safety and Health Act) is an organization that has been put into place to ensure the safety of employees while on their jobs. These regulations are put into place to help reduce the number of on the job injuries and deaths.

Hair has been used as a tool to control people from Africa ever since slavery times by depicting their natural hair as inferior and this is still seen in TV shows today. During the Transatlantic Slave Trade, millions of Africans were taken from their homes and sold into slavery. These individuals were forced to adapt and work in the new foreign world that they had found themselves in. Being so far removed from everything familiar, they had no access to their belongings or possessions. “Without the combs and herbal treatments used in Africa” (Ellis-Hervey, 2016, p. 2), slaves had no way of styling their hair and therefore it became knotty and dirty. This is one of the reasons why the notion of African hair being presented as “bad” and that it

The mission of the EEOC, as set forth in its strategic plan, is to promote equal opportunity in employment through administrative and judicial enforcement of the federal civil rights laws, education and technical assistance.

Black people struggle with their hair every day. It did matter if it’s good or bad hair, it’s always a struggle. Madhubti stated “when babies are born in black counties first thing you look at is hair and color. Hair is a main thing they look at because they don’t want it to bad

1. In a defined-contribution (DC) pension plan, the employee or employer, or both, make regular contributions to the plan. In the US, employees typically set aside a predetermined percentage of their earnings which is deposited to the plan and the employer will match that contribution. Ultimately, the amount of money available to the individual upon retirement is determined by the performance of their investments. Each employee retains the option to choose how to diversify their investments, while the employer will typically provide a “default allocation” option. The options available are generally very varied, and includes a number of index funds and actively managed mutual funds.

Jon Fries, Fletcher Anderson, Craig Schuster, and Catherine Sprauer are the main figures in this case and they had important responsibilities in F&C International, Inc.

Polyethylene is the world’s most widely used plastic. Polyethylene plastic’s principal application was in packaging, from trash bags to milk jugs. It was widely used in the manufacture of everything from trash bags, picnic cutlery and garbage pails, to plastic toys. Polyethylene also replaced glass, wood, and metal in certain applications.

There has been a notable amount of conversation on the internet on the rebirth of the natural hair movement. Cherise Luter (2014) states that despite afros and the natural hair movement not being a new concept (i.e. the Black Power Movement), it has gone under what she calls a “refreshing change”. Furthermore, what used to be “I’m black and I’m proud”, has been replaced with “I’m me and I’m proud” (Luter 2016). So, what is the natural hair movement? It is defined as a movement where black women decide to not conform to the social norms of chemically altering their hair and wearing it in its natural, kinky, or curled state (Joignot 2015). The movement could also be considered as an outlet for black women to display their racial and cultural pride or to articulate their “political position (Brown 2014:297). However, simply the terminology “movement” is something that should be shocking to many. There is a great amount of historical context behind the continuous influence Eurocentric beauty ideals have had on black women for centuries. According to Nadia Brown (2014), Black natural hair throughout history has proven to be recognized as “either unintended or intended personal and political statements” (298). the beauty standard in Western society which praises European hair textures, has influenced many black women to be critical of other black women who choose to chemically straighten their hair, accusing them of being subservient to the dominant and pervasive racist

Equal Employment Opportunity (EEO) laws have helped shape the workforce today and they have greatly contributed to the introduction of diversity in the working environment. No longer are people rejected of employment based on their race, gender, age, or disability. The labor force has increased from 62 million people in 1950 to over 159 million people in the labor force today (Toolsi). The passing of the EEO laws proved to be a great advancement in the diversity of the workforce and treatment of employees, but it was a tremendous battle to get where we are today. Before the passing of these laws, unequal treatment was normal and discrimination was common among the majority of employers. This made acquiring employment difficult and caused many people to be unemployed. Three Equal Employment Opportunity laws that helped diminish these discriminatory practices were Title VII of the Civil Rights Act of 1964, the Equal Pay Act of 1963, and the American with Disabilities Act of 1990. For each law, I will describe what it enforces and explain the actions that happened in society and the workplace that made these laws necessary. I will discuss important political figures that contributed to the passing of these laws. Lastly, I will examine how each law has improved human resources and has led to better management of employees overall.

MediSys planned a launch of IntensCare which is a new remote monitoring system for the use in hospitals’ intense care units. This is a major launch for the company because it is a $20.5 million investment which is the largest investment for the company. MediSys Corporation is facing many external problems along with experiencing problems internally trying to finish the product by the set deadline. The company is having many issues. The issues consist of dealing with the software development, failure to communicate effectively, and lack of motivating factors.