Ms. Julia Kate Case Study

Julie Mialaret is my mother and she is 53 years old. My mother exercises very rarely because of her intense work schedule. She says it is hard for her to have the energy everyday to work out after long work hours. She has never smoked in her life because she does not find it appealing. Mrs. Mialaret eats a very low-fat diet and eats very small portions. My mother eats very healthy and is able to maintain her weight without exercise. She faces no barriers when it comes to eating healthy because growing up she ate little portions and couldn't afford fast food. I would like to change my eating habits to better reflect my mom's diet however, I would like to incorporate some sort of exercise into my daily routine. My mom hopes to start exercising

Being an interagency task force, the Equal Pay Task Force has worked closely together to build a strong foundation in order to ensure long-term success in ending pay discrimination. In the spring of 2010 the EEOC and the DOJ created a “pilot project” in which they efficiently investigated and consulted over 125 cases of pay discrimination (pg7). This interagency cooperation has trained over 2000 enforcement personnel, as well as providing online training to the various departments on how to address and handle pay discrimination more effectively. To ensure future success this task force has also worked with academic experts to use the best means of data gathering, doing so will give the Task Force transparent information to investigate future cases (pg8).

Stephanie was referred to FACT for CMO services by Trinitas Hospital – CCIS unit. Stephanie was admitted to CCIS on 4/18/17 for running away from her mother’s home and making threats to hurt self if she were to return to reside with her mother. While in the hospital, Stephanie has also been refusing to visit with mother. At the time of the FCP meeting, Stephanie (Youth) resides with her Natalia Ramos (Mother), Elsa Sanchez (Maternal grandmother) and Johnathan Sanchez (Uncle) who disabled. Mother and stepfather recently divorced. Her father Hamilton Ramirez (biological Father) lives in Elizabeth with his girlfriend and younger daughter. Each biological parent has children with other people. Parents do not get along at all. Youth wants to live with father.

The movie Danzon by Maria Novaro may seem like a typical “woman seeking man” type of plot, but in actuality the film presents a change in the traditional gender roles. Danzon deviates from the traditional gender roles ever present in Mexican melodramas. Julia is a common phone operator living in Mexico City that only shares her time with her daughter, her job, and danzon. She meets with Carmelo, her dance partner, every Wednesday at a popular salon to show that they are the best at danzon. Although they have been dance partners for years, they do not know each other outside of the world of danzon. When one day Carmelo consecutively seize to appear in their

Winifred Stanley (R-NY) proposed a bill in 1944 to amend the National Labor Relations Act with no success. Then in 1950, Rep. Katharine St. George (R-NY) attempted to pass the Equal Rights Amendment though again, with no success. Notably, Katharine St. George is credited with coining the phrase “equal pay for equal work” (Cho 2013). During the second wave of feminism which began in the early 1960’s and lasted through 1990’s, emphasis was focused on passage of the Equal Rights Amendment, reproductive rights and social equality (Rampton 2015). Subsequently, in 1963 President Kennedy signed the Equal Pay Act into law. Although momentum stalled between signage of the EPA and the early decade of the millennium and we have yet to pass the Equal Rights Amendment, this could change if Hilary Clinton is elected President of the United States and continues the work that Obama started. President Obama has been committed to equal rights from the beginning of his presidency; in fact, the first bill he signed into law was the Lilly Ledbetter Fair Pair Act of 2009. This act is an amendment to the Civil Rights Act of 1964 and changed the statute of limitations for filing an equal-pay claim for pay discrimination. Prior to this law, anyone claiming discrimination was required to file within 180 days of the alleged offense, the alleged offense was formerly the first paycheck received where discrimination was claimed. Clearly this

All types of pay are incorporated — compensation, rewards, excursion and occasion pay, and different advantages, to give some examples. The Demonstration additionally permits people to petition for pay segregation claims under Title VII of the Social equality Act. Managers are legitimately restricted from retaliating against representatives who make a move against biased practices in the work environment. Notwithstanding, the law takes into account pay differentials when people are assessed in view of criteria, for example, status, generation levels, and legitimacy. Regulated and upheld by the U.S. Break even with Occupation Opportunity Commission (EEOC), the EPA was marked into law in 1963 as a major aspect of the Reasonable Work Guidelines Demonstration of 1938. Its worker insurances and denials against separation adjust it to other government laws, for example, Title VII of the Social liberties Demonstration of 1964, the Age Segregation in Vocation Act (ADEA) of 1967, and Title I of the Americans with Inabilities Act (ADA) of

The EPA equal pay for equal work is not one hundred percent effective in 2004. In 2004 the pay for women matching the pay for men was not equal with only eighty percent of all women matching the pay for man. That was an increase taken from a survey in 1979 where it was a mere sixty two percent. The Fair Labor Standards Act contributes to the Equal Pay Act in that it was signed to establish minimum wage, overtime pay and it affected both part time and full time workers. Today women are still not payed for their hard work and if you are a woman of color then your pay is even less. As per bat women on TV, “same job, same employer, means equal pay for men and women.” This was on a child’s television show to help them realize that women should be payed the

This is a sexual harassment case brought by Plaintiff Joanna Travers, who is a successful marketing specialist with over 6 years of experience, against Home Grown Beauty, Inc., a large privately-owned cosmetics manufacturing company with over 150 employees. Ms. Travers seeks to hold Defendant accountable for creating a hostile work environment under Title VII of the Civil Rights Act of 1964 based on sexual harassment caused by the actions of one of its employees, Robert Sperling. Plaintiff files this Memorandum of Law in opposition to Defendant’s Motion for Summary Judgment.

1) For example, if I picked "Session 2: May 28 to August 13, 2016 for Quad- $3135" you CANNOT alter my move in date to May 16, but you CAN try to re-rent the last three weeks and I can move out on July 29 right?

I had the opportunity to interview Rachel Ferguson. She is a 18 year old freshman at VCU. Rachel’s family consist of her mother Patricia, father Miles, and younger brother Duncan. The Ferguson family enjoys watching television shows together, family dinners, and family devotionals..

This transgender equal pay case was moved up from an “A” classification to “SA” because, the topic of gender identity is controversial in our current society and, the results of this case may pave the way for future legislation (i.e. Equal Pay Act coverage, Title VII coverage, LGBTQ laws etc.) to become more encompassing. The Charging Party (“CP”) was an Assistant Manager who identified as a female and was denied promotion to Store Manager after several attempts – she had excellent performance evaluations and was the highest in seniority amongst Assistant Managers. In one instance, CP voiced her interest in a temporary Store Manager role that appeared when the current Store Manager left on her maternity leave. The Respondent (“R”) promoted a less qualified candidate (also an Assistant Manager) to the position instead. Additionally, this individual was allowed to keep the $2/hour wage increase even after resuming his initial Assistant Manager role. Other instances when R consciously overlooked CP includes: 1) sending her co-workers that were trained by CP to Store Manager training classes for future promotion whilst denying CP of the opportunity and 2) claiming that CP has revoked interest in promotion after CP completed computer manager

The Berman sisters essentially used their expertise to garner influence in the media regarding women’s sexual health. Instead of focusing on the actual biological science used to understand women’s health, the Bermans lean towards a more profit-driven approach. On Jennifer Berman’s website, her Rodeo Drive health center is described as “a boutique practice, outside of academia.” It’s made clear that these women have the perspective of someone who is trying to make as much money as possible from women who are suffering with their sexual health and desires. Like many other issues that are attempted to be fixed through medicalization, low sex drive in women has been projected to be ‘cured’ with random gels and pills, rather than fixing the societal

Betty Dukes was a cashier at a Wal-Mart in Pittsburg California in 2001 that experienced discrimination when she was passed up for a promotion in favor of male co-workers. When she questioned the promotion process she was demoted. Ms. Dukes and five of her female co-workers launched a federal lawsuit. There were more than 100 separate instances of discrimination brought up in the lawsuit (Olson, 2011).

Julia is a 12-year-old girl who attends a third-grade self-contained class at a public school in New Jersey. She was diagnosed with autism at the age of three years. Although Julia is independent with basic daily living skills, she has difficulty meeting demands of her occupational roles of a student, peer, and a family member. In addition, she exhibits a narrow range of occupational responses in the areas of learning, play, leisure, and social participation. Julia also exhibits difficulty organizing her behavior.

Discrimination complaints are subject to strict time limits and must be within 180 days of the offense unless the offense is also under coverage by state or local anti-discrimination laws. However, only state laws have the capacity to extend the time of filing limit to 300 days. If the charges fall within the scope of the Equal Pay Act (EPA), the time limitations do not apply, but because claims also fall under Title VII sex discrimination, most claimants are under advisement to file charges under both laws with observance to the strict time limits of each. Mediation is another step in the complaint