Rodriguez V. Cruz Case

The problem(s) or issue(s) at the core of the case: Kenneth Jorgenson had been an Automotive Mechanic II with the Equipment Services Department of Maricopa County in Arizona since July 1, 1999. About three years later on May 16, 2003 Ken Jorgenson became injured job as he lifted a battery out of a box for Kenneth Jorgenson things at work became complicated. On June 27, Jorgenson underwent surgery and was in hospitalized eight days; he subsequently returned to work on light-duty status on November 11, 2003. For a while, things seems to be all right however, about one year later Jorgenson was reinjured on March 6, 2004. The county moved to terminate Kenneth Jorgenson 's employment in April 2004, but

Raul Salazar is a fourth grade student who transferred from a small private school to a large public school; he was referred to the school’s multidisciplinary team due to concerns regarding his difficulties in school and his home life.

A lawsuit was filed on March 21, 2016 by Fresno Police Sergeant Cervantes who is suing Fresno Police Department and three other detectives. He states workplace harassment and discrimination due to his Hispanic ethnicity. Further details state, “Sgt. Paul Cervantes accuses Sgt. Tim Tietjen and Detectives Brad Alcorn and Cary Phelps of smearing his reputation with false accusations and spreading rumors that he’s a dirty cop. Tietjen, Alcorn and Phelps are white.”(Lopez, para.2) Such accusations can lead to further tensions, costly legal battles, and government investigations. Sergeant Cervantes seeks unspecified damages, attorney fees for discrimination, retaliation, defamation and malicious prosecution. He also states he has been subjected to such discrimination and harassment since January 2008 to the present. Furthermore, it is not the first time Fresno Police Department has been sued for similar incidences. There is an ongoing problem in the department that needs to be resolve.

This case is about a group of women who were discriminated against based on their gender. The lawsuit was put into the hands of the Equal Opportunity Employment Commission (EEOC) after a group of Latino women that worked for Rivera Vineyard, Inc. reported multiple complaints. Those involved included Rivera Vineyards Company employees that consist of Latino female workers, male workers, and male managers. Most of the Latino farm workers suffering victimization were females, there were also some males. These males were targeted because of their attempt to speak up on behalf of the harassed females.

The disparate treatment doctrine requires a plaintiff to demonstrate that an employer has treated some people less favorably than others because of their race, color, religion, sex, or national origin. Three provisions required to prove disparate treatment are (1) the plaintiff must establish a prima facie case of racial discrimination; (2) the employer must articulate some legitimate, nondiscriminatory reason for its actions, and (3) the plaintiff must prove that the stated reason was in fact pretextual. Proof of discriminatory motive is critical and may be inferred from the mere fact of differences in treatment. Proof may also be inferred from the falsity of the employer’s explanation for the treatment, (Walsh, 2010).

In the case between Fernandez and California, the Supreme Court has to decide whether the Fourth Amendment prohibits warrantless searches to co-tenants apartment; When the defendant has previously objected the entry of police to his apartment, but was later removed from the premises for domestic violence and lawfully arrested for a prior robbery. The co-tenants then consent for the search after the lawful arrest.

One July 10, 1994 a woman was abducted by two men from her apartment building when she went downstairs to see who was ringing her buzzer; when she opened the door the men grabbed her and forced her into their car. These men then drove to a backyard that was several miles from her home and raped her before letting her go to find a seven-eleven for assistance. She described the two men as Hispanic, twenty-five years old, roughly 5’7”, with dark hair and average weight; driving a late model, four-door sedan, dark colored with tinted windows. It was the victim’s boyfriend who identified Angel Gonzalez’s car and stated that it pulled out of a parking lot on the opposite side of the building. Angel’s car was a late modeled sedan with tinted windows;

Facts: Abel Lopez was attacked in “Los Angeles in October 2009”. While cashing a check he spoke to a man who was identified as petitioner Walter Fernandez. After being asked a series of questions by Walter Abel was attacked and chased. The reason being is that Abel was in the territory of the “Drifters”, a gang that wasn’t very welcoming to people being in there territory. While running Abel called 911 but Fernandez stopped him by whistling causing four men to appear and attack Lopez as well as stealing any valuables in his possession which consisted of “$400 in cash” as well as a cell phone and wallet. The police arrived and the incident was suspected to have have gang involvement.

It was reported on Wednesday that an Apple employee was found dead in one of the conference rooms at the company’s headquarter in Cupertino. However, the Santa Clara County Sheriff’s office identified the employee as 25 year old Edward Thomas Mackowiak, yesterday.

Mr. Casarez's performance has been extremely exceptional during this rating period. Mr. Casarez is a very strong leader whose efforts were critical to the success and productivity of the hearing branch. His dedication to the team and the board is unmatched. He is a natural leader who identifies a problem, provides a solution and implements immediately. He created, developed and executed the first-ever mock interview board for the hearing branch and it was so successful, many other branches followed his lead. His leadership over his team of travel board coordinators and case review team was very impressive. He is a leader, trainer and mentor and all the employees of the

I met with Edgardo and his mother to discuss the progression of the case, also attending this meeting Monica Ortiz, VRC . Edgardo came to the appointment not wearing his hearing aids; he had left them in the car. I expressed concern because Edgardo had agree to wear the hearing aids daily as prescribed. I requested that Edgardo go to the car to get the hearing aids. I emphasized to him the importance of wearing and caring for the devices. We discussed his commitment and need to be compliant and gave the consumer the option to move forward or close the case. The consumer agreed to keep the case open and follow the recommendations. The consumer was told that if at the next meeting, he did not wear the hearing aids that the appointment

Jassiel Martinez was born on March 4, 1997 in Port Arthur, Texas. She grew up there for about seven years with a younger brother and both of her parents. Right after, her parents decided to move to a nearby town called, Nederland. It was a struggle leaving her church, school, and her little house where she was very comfortable in. Jassiel soon grew to adapt to what was around her in the new town, including her big backyard. She went to elementary, middle and high school in Nederland. After graduating high school in 2015, she moved on to bigger and better things like a new car, a job and college. She attends Lamar University where she is on her third year of school working towards her bachelor’s degree in Psychology. In the summer of 2016, Jassiel

Honda experienced a number of cases of vehicle tampering and vandalism. A Honda manager conducted an investigation and concluded that Aquino was the only person with access to the tools necessary to conduct the vandalism. Upon Honda’s complaint, Aquino was arrested, but the charges were eventually dropped due to insufficient evidence. Nonetheless, Honda terminated Aquino’s employment after an internal investigation confirmed its initial conclusions on the matter. Aquino filed suit, claiming his termination was based on the fact that he was the only nonwhite employee assigned to the unit. This case is an example of disparate treatment under title VII, which uses the McDonnell Douglas standard. Aquino believes he is being overtly and intentionally

The case of Miguel presents various challenges that should be addressed immediately and assessed accurately in ways that are culturally valid, effective, and in accordance with diagnosis criteria listed in the fifth edition of the Diagnostic and Statistical Manual of Mental Health Disorders (DSM-5, 2013). Delamater & Hasday (2007) stated that various disciplines contribute to an understanding of human sexuality including biology, evolutionary psychology, psychology, anthropology, women’s studies, communications, family studies, and sociology. However, while the field of humanities addresses the range of behaviors like thoughts and feelings associated with human sexuality, it is the sciences that seek to create and assess principal explanatory

Sexual Harassment comes in many forms and weather spoken, verbal, written or the behavior itself, it makes the person uncomfortable and the end results is all same, Sexual Harassment is unwelcome and unwanted behavior. Sexual Harassment discrimination is illegal. It is the employer obligation to make sure their organization and employees have protection from discrimination. This paper will show that Jacksonville shipyard acted unethically by failing to protect one of their employees Lois Robinson. Jacksonville Shipyard was well aware that Ms. Robinson faced sexual harassment on a daily basis by her male co- workers. Once Lois complained to Management that she objected to the co-workers behaviors , instead of helping her they made