Human Resource Specialist

What happened was Roxy Leger, needed to take additional time off after the pregnancy of her son. As the bookkeeper of the firm, the company believed that she had been provided this when she took maternity to leave prior to giving birth. Under the policies that company had in place, they gave all employees approximately three days for maternity leave. The problem began after Leger came back to work and demanded that she is given more time under the law. This created a hostile atmosphere between executives and herself. This resulted in Leger facing tremendous amounts of harassment from managers about her pregnancy and the extra time that she needed (which led to her termination from the company). ("HCS Staffing Ordered to Pay $148,000," 2012)

Maintains the agenda, arranges travel, and coordinates meetings, conference calls and appointments on behalf of the Manager. Organizes and coordinates the meetings and conference calls of unit staff, special project teams and working groups.

The court should take a look at what the partners said like, “she was sometimes overly aggressive” (Nkomo, Fottler, McAfee, 7 edition, p. 57). The judge should rule in favor of Thelma Jones because she is being sexually discriminated. The employer did in fact discriminate unlawfully because you’re not allowed to tell a woman to be more “femininely” just to get a higher position.

This paper explores three published articles that report on how many women lack job security when working while pregnant. Many are either denied the special accommodations or forced to quit their job. The Pregnant Worker Fairness Act (PWFA) is a bill currently pending in Congress, that would help to end any type of discrimination towards pregnant workers and ensure that they would be able to continue working to support their families. The articles all agree that the PWFA would put in place rules and guidelines for employers to follow that would help protect the job of the pregnant employee. Brown (2016) states that much has changed for women in the workforce during the last half-century, but treatment of pregnant workers remains frustratingly

If this situation occurred in my future, where I was in the position of my FWE, I would strive to handle it similarly, but with a few changes in my professional reasoning practice. First, I would be more empathetic to the other person in the moment. I would try to not only understand where they are coming from in respect to their personal and professional lenses, but also understand the context of the situation in their perspective. I believe that addressing these help the situation move forward and become productive for both parties involved. I would also like to increase my emotional intelligence and pick up on other’s emotions in a quicker and more accurate manner. I believe by doing this I would be better prepared for the inevitable interpersonal

Although there were provisions, Ledbetter case should not have been dismissed. The review before the start of the 180 day limitation period should have shown low reviews. If everyone’s reviews were hire there still could have been an argument of discrimination. If Ledbetter was being discriminated due to her gender then she should have been awarded something for the discrimination. If they were able to see discrimination through her entire employment there, it should have been shown that it could have been discrimination since the beginning of her

First, LTD deliberated upon the “issue”, is this a civil or lawsuit? Can a female employee who has been employed for over 10 years be terminated by male owner due to the anxieties of his wife, ( (Bible, 2016)? Secondly, LTD reflected upon the “rule”, accordingly to the Iowa state law (Title VII of the Civil Right Act of 1964). Title VII states, any employers with at least 15 employees cannot discriminate against any employee because of this or her sex, (Bible, 2016). Thirdly, LTD discovered Ms. Nelson did not file a

According to the Greene’s company, when company laid off Jennifer was a same time that she got pregnant, so there are some weaknesses that can be sue by Jennifer in the court. Due to Jennifer was suing Greene’s about pregnancy discrimination and unlawful termination, therefore Greene’s should able to defend and against the Title VII of the Civil Right Act of 1964 and the discrimination law of pregnancy. However, Green’s was not meant to illegally termination Jennifer, Green’s was planning to downsize and getting financial crisis. Moreover, not only Jennifer was laid off from the company, other junior executive secretaries also got laid off as well. Greene’s have to prove and give evidences about the situation to against the accusation in the

To be eligible for a pregnancy leave of absence, the employee must be a non

The decision made in this case is greatly affected by the amount of information, or lack thereof, given in the case summary. The case summary does not specify the reason for which Elaine was ultimately fired. The company would undoubtedly give this to the court during the trial to make their case. The company could say that the reasons for her dismissal were due to her conduct or performance being less than adequate. With these reasons given, the burden of proof would shift to the plaintiff to give evidence that this was just the pretest for the employer’s decision and that she was actually the victim of sex discrimination. Also, while employment contracts that

Trop v. Sony Pictures Entertainment Inc. is applicable to this case due to lack of knowledge based on pregnancy. Sony Pictures Entertainment Inc. did not terminate the employee due to her pregnancy. Instead, they terminated her due to her poor work performance. The employee brought forth a pregnancy discrimination claim which concluded that she was not terminated due to pregnancy. The similarities in the cases pertain specifically to the employee’s pregnancy discrimination claims. Sony was looking to replace Trop before they were informed about her pregnancy. Similar to Trop v. Sony, Greene’s had no prior knowledge of the pregnancy of Ms. Lawson, and her termination was due to downsizing in the company. Trop failed to raise issue of fact that her employer knew she was pregnant before her termination. The employee cannot make out case of discrimination based on pregnancy if there wasn’t any evidence that the employer knew the employee was pregnant. Trop informed her employer that she was pregnant after she was told she was terminated from employment. Trop, similar to Ms. Lawson, was an at-will employee. At-will employees can be terminated from employment at any

Mary-Kathryn Zachary, JD, (2012) wrote this article because she become conscious of the unjust behavior that some employers impose upon employees, as it relates to the employment at will law. The article

This paper will examine 1) Whether you can legally fire employee; 2) include an assessment of any relevant exceptions to the employment-at-will doctrine; 3) determine the key actions that should be taken to limit liability and impact on operations; and state the ethical theory that best support the decision; 4) examine Georgia’s policy on employment-at-will; and give a real world example of employee or employer utilizing Georgia’s employment-at-will doctrine in the last five (5) years.

I have experienced this in the workplace and define this to be an ethical dilemma and will evaluate such situation by applying the Potter Box and Rest Four Components Model to analyze this case and contextualize how to navigate the problem if I were to re-encounter this situation again in the future.

Conflict Resolution is important even if you’re running you own company or working for someone else. Handling conflict in the right way will determine rather your company is successful or not. You should bring a reality check to the table. In situations people tend to get caught up in their emotions and lose focus on the big picture and implications. As employer you be able to bring your employees back to reality and get them back on track. In every conflict ask yourself; what is the true motivating factor here? What is keeping this person from agreeing to a solution? Your approach should be to resolve the conflict without offending anyone and as a employer keep it professional.In this paper I will be talking about ways to better your company from conflict. I will be explaining what is the best way to deal with an employee who is not performing their duties, resolving customer conflict the right way, and how to avoid heated debates with your business partner. These key topics will help you run your company smoothly and help your company grow.