Case Study Julia Alvarez

The employer must conduct an internal investigation by interviewing the parties involved and witnesses. The article also mentions the 1964 Civil Rights Act and the Age Discrimination Act of 1967 to explain the root of the guidelines, and gives further analysis using different clarification approaches to clarify the legal concerns involved. In order to describe prevention methods, the article straightforwardly states what a manager prerequisites. Training and informing the employees is the law. The article’s approach and statements mentioned how to deal with legal matters and to make sure that they are valid. Managing harassment and discrimination problems is not only a responsibility, but also makes good business sense. Maintaining a workplace free of discrimination and harassment by doing whatever is necessary to prevent complaints from occurring in the first place, and stopping them before they reach the level of lawsuits are acceptable methods of dealing with legal issues.

Myranda Aguilar has been working in health care for 15 years and for the past two years she’s been working as a privacy analyst for Sutter Health located in Sacramento California. As a privacy analyst her duties are protection of patients’ privacy, compliance, and information security. Her responsibilities are to monitor and investigate any suspicious activity by taking a proactive standpoint against hackers, educate hospital staff on how to protect patients’ privacy, and ensure patients safety during their stay in the hospital. She works with elected board members of the health committee program she works for. One of the projects that she is currently working on is privacy auditing and monitoring where she tracks patients records to determine

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.

There are many people that are experts at hunting and shooting a recurve bow. They all have their own technics and ways. But their is a god that is so good at hunting and shooting he can kill up the 2 elks at a time and do crazy trick shots. His name is Lonewolf. Lonewolf was introduced to shooting a recurve bow when he was a little boy and learned about hunting when he was the age of 11. Every birthday lonewolf had he got a bigger recurve bow from his dad.

This paper examines the case study about Sarah Burke. A case study analysis form was completed and symptoms were identified. Identification of certain diagnostic criteria were interpreted and clarified for the exhibiting individual. Illumination of criteria for proposed diagnosis lead to the discussion which resolves the risk factors and clinical features associated with the diagnosis. Recognition of certain symptoms and criteria brought to light other possible comorbidities. Cumulative risk theory, as well as, the diathesis stress model were investigated for possible involvement in the Burke disorder development. Multidimensional factors related to the onset and maintenance of her symptoms are deliberated; as well as, how her culture played a role. In the end, a conclusion is given about suggested pre- and post- treatment, overall benefits of those treatments, and prognosis outlooks.

The Battle of Lone Pine was an attack diverting the Turkish army allowing the ANZAC’s to reach high ground at Chanuk Bair and Hill 971 in 1915. The Battle met the criteria of a just war using the principles of no means malum in se, proportionality/military necessity and distinction. By adapting the attack to these just war criteria, the ANZAC’s were successful against the Turkish army and gained them the high ground.

A month previously Ramos received a phone call to a company hotline from fired employee, Betty Koster, who had been working in the accounting department for the past 8 years and believed that her termination was based on age discrimination. As Ramos already knew from her experience, calls from employees usually lead to investigation and should be handled immediately in order to avoid any possible lawsuit. After investigation of Koster’s employment file and interview with her supervisor, Simon Peel, Ramos understood that she needed evidence from Koster about age discrimination, since having been the oldest in department and the only person fired does not prove the allegation. When Ramos conducted a second call to the employee, Koster was very emotional and revealed new information about possible noncompliance with accounting procedures. Based upon her statement, sales representative Mark Tomkin, was alleged to have asked the accounting team to process entries without required approvals and or all required documents. Koster was the only one who did not agree to post anything into the accounting system without supporting documents. This was the reason why she believed that she had been fired.

This case in particular is a clash between two cultures; the modern medicine culture of Linda Gorman and the traditional cure lu Mien culture of Mrs. Saeto. Before casting judgment on who is right and who is wrong with regards to Marie, it is important to decode these two particular cultures so we can distinguish the differences between the American culture and the lu Mien culture; considering upon reading about the burns, most if not all Americans would agree that this curing practice is barbaric and abusive. Every culture comes with stories, symbols and world views; and often times they are in disagreement. For instance, at the heart of the lu Mien culture is the theory of animism, “the view that the world is inhabited by spirits that

Ethical theory will be outlined in relation to the example case with discussion on how the case poses an ethical dilemma in the workplace. Additionally ethical theory will be considered in light of the case with

Sexual harassment in the workplace is a huge problem in recent history. It can happen to anyone and it can happen everywhere. It can affect all types of races, gender and age. Statistics today shows that more and more sexual harassment has become an issue due to the large number of cases presented. Mainstream media becomes consume covering sexual harassment because of the high profile cases. Sexual harassment becomes a topic on various TV shows, and on some major morning radio talk shows mostly everyday. Sexual harassment laws must be strengthened in order to fix what has become a serious problem today in the workplace.

Lisa Baxter has been encountering sexual harassment issues in the business and she thought she was the only one, until she found out that also other women in the organization are getting sexually harassed and so she decides to speak up

For example, Josey Aimes decided to work at Pearson Iron Mines and prepared to work hard to feed her family. Unfortunately, Josey suffering from the sexual harassment incident since Josey is a very attractive girl. Josey start received the verbal abuse from

Sexual misconduct in the workplace has been a problem for women and in recent year’s men as well. Unfortunately, in the past this topic was overlooked until the case of Meritor Savings v. Vinson. We will establish the criteria for determining when unwelcome conduct of sexual nature constitutes harassment according to Title VII. Additionally, we will ascertain how to evaluate evidence of harassment, whether a work environment is sexually antagonistic, holding employers liable legally responsible for sexual harassment by supervisors; and analyzing preventive and corrective action

Another form of sexual harassment is a hostile work environment. The hostile environment theory involves sexual advances between the supervisor and the employee. An employee’s work performance will be less effective due to these so-called sexual advances. However, a victim can file a complaint against their harasser so that they do not continuously force them to participate. Consequently, they will be forced to hand in their resignation. [This is an issue of power and has nothing to do with sex. For this reason, both male and females can be the harasser. The harasser’s main purpose is to force another to feel or act in a certain way. Sometimes, sexual harassment causes an individual from effectively performing his/her job. As a result, is undermines an individual’s dignity. In our society, there are three essential factors that relate to the issue of sexual advances. These elements are a divergence of perceptions, the complexity of human behavior and the attitudes of a sexist.]

This very complex aspect of this case lie in the potential actions that could occur between the two female employees outside of the work environment. While there is no actions that are necessary for their employer to do and no jurisdiction to intervene in this situation. There are some things as an HR manager that can be done in the workplace. The inference in this case is that this altercation could flow over into the workplace either the day of the expected altercation or thereafter. The action that should be taken is set up a meeting with each of the employees individually and explain the potential incident must be documented because the information about this potentially harmful altercation has been disclosed on the company premises.