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- Mr. Maadh is a General Manager of a construction company who approves all the building project received including a project which has not fulfilled legal requirements. In spite of the legal issues, Maadh approved the project. Which specific ethics he violated? a. Professional Ethics b. Personal values c. Psychological value d. Normative Ethics Clear my choice1) At the end of all her written communications, employee writes "have a blessed day." One of employer's most important clients requests that employee not do so and employer asks employee to stop. Employee refuses, saying it is a part of her religion. If employee sues the employer for religious discrimination, is she likely to win? 2) A Michigan Holiday Inn fired a pregnant employee because the "very Christian" staff members were very upset by her talk of having an abortion. Has the employer violated Title VII? 3) A police officer who is assigned to a casino refuses the assignment, claiming his Baptist religion prohibits him from gambling or being around gambling. Is he legitimately able to do so? Respond to the questions list in each with support / justificaiton from fact / law / regulation. Cite as appropriate. A paragraph for each (1pg-ish) should do the trick.1.) Which of the following is true of Title VII of the Civil Rights Act of 1964? a.)It does not cover managerial employees and supervisors b.) It does not apply to actions taken with respect to someone who is a member of the Communist Party c.)It does not allow religious institutions and associations to discriminate when performing their activities d.)It does not cover non- U.S. citizens working in the United States for an American employer
- Which of the following occurs when a plaintiff establishes a prima facie case in an action alleging disparate-treatment discrimination in employment in the form of an illegal discharge? Multiple Choice The burden shifts to the defendant to establish beyond a reasonable doubt that discrimination did not occur. The burden remains with the plaintiff to establish damages to a reasonable certainty. The burden remains with the plaintiff to prove discrimination beyond a reasonable doubt, a special standard in disparate-treatment cases. The burden shifts to the defendant to articulate a legitimate, nondiscriminatory reason for the discharge.Which of the following is not accurate about the Immigration Reform and Control Act (IRCA)?O. The IRCA does not require employers to verify an individual's eligibility to work in the U.S. uniless the employer suspects that an individual is not a U.S. citizenO. The IRCA has a broader application than Title Vill of the Civil Rights Act of 1964 because it can apply tobusinesses with fewer employees.O. The plaintiff in an IRCA case must prove that the defendant knowingly and intentionally discriminated against them based on their non-citizen ship status,O. The IRCA allows for legal yet intentional discrimination against non-citizens in limited circumstances.In 2004, Wal-Mart was sued when an employee with prior criminal convictions for sexually-based offenses was accused of sexually assaulting young girls during his working hours. A background check with previous employers would have revealed the employee's conviction records. But Wal-Mart did not begin background checks until a year after the employee was imprisoned. The lawsuit was an example of a(n) _____ lawsuit. A. adverse impact B. disparate treatment C. affirmative action D. negligent hiring E. employer responsibility
- Sue is a fifty-five year old employee of company A. Her children are out of college and her parents have both died. Company A offers a child care program to all employees along with an elder care program. However, Sue, like many other employees, has no need for these services, neither now or in the future. Should the firm retain these programs? Should alternative benefits for employees who have no use for such services be offered?Which of the following cases falls within the jurisdiction of the Court of Tax Appeals? * A. Question of whether or not to impose a deficiency tax assessment upon a taxpayer B. Criminal action for violation of the NIRC C. Appeal from undisputed tax assessment D. Action for refund of real property tax.Substantive law includes the following areas of law: a) Criminal Law b) Criminal Procedure c) Family Law d) Contract Law e) a,c, and d only f) a,b, and d only
- _________is a amangement tool that faciliatate amicable and mutually acceptable agreement between management and employees represented by Trade Unions a. Collective bargaining b. Grievance handling procedure c. Adjudication d. Domestic EnquiryManagerial competence is a. The power of the manager to award rewards and penalties b. The authority of the manager to hire new employees c. The ability of a mana to perform a particular job function d. The power to make decisions in conditions of a riskFurther in 1949, Congress amended the Fair Labor Standards Act (which regulates overtime) to read, “the hours for which an employee is employed, there shall be excluded any time spent in changing clothes or washing at the beginning or the end of each workday.”This law excluded “changing clothes” from compensable time, but is also specifically allowed collective bargaining agreements to specify that such time to be paid.Analyze the case in light of these two relevant laws. What characteristics or qualities should a practitioner look for in selecting a mediator to help resolve a labor dispute? What are some potential costs or risks parties face during a work stoppage?