Do employees have a legal right under constitutional law,to privacy at work for emails, phone calls and drug testing, yes or no
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Do employees have a legal right under constitutional law,to privacy at work for emails, phone calls and drug testing, yes or no.
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- Discuss 2 employee privacy rights which the employees must enjoy in this Organization as per law. Explain 2 ways by which the organization ensures the employee privacy is maintained. Which law guarantees the employee Privacy rights.You are an employer who wants to reinstate an employee who left work with a back injury. However, it’s a small workplace and the only job that the employee can perform is one created out of all the “light duties” of the other six jobs. This would require the other employees to perform all of the heavier duties, which might lead to injury. What should you do to meet the requirements of the Ontario Human Rights Code?How can the Americans with Disabilities Act support educators with the threat of termination due to an unknown disability?
- Scenario on Sexual Harassment (Contemporary issues in Labour and Employment Law) On or about 10th September 2018, as a member of the academic staff of a Caribbean University byyour collective verbal statements, you caused personal discomfort of a sexual nature to a student,after offering her a lift/ride to a restaurant down town to buy something to eat, then asking: “doyou have your visa” and “do you have a boyfriend” and by stating that she is a “very beautiful girl”and you did not want anyone to “spoil her” and that you wanted to take her for lunch sometime andthat she was “very beautiful”. On or about 10 September 2018, whilst offering the young lady the lift /ride as described above,you misconducted yourself as a member of the academic staff of the University by touching herwithout her consent in a sexual manner by caressing her right knee with your left hand, causing herto push away your hand. A few weeks later, the lecturer sent pictures of himself to the named student without…Your manager would like you help in developing a training program. As such, he has requested you to evaluate the applicable laws and add a section to the employee handbook. Draft a section for the employee handbook Gender discriminationn your own words, describe the difference between human rights and legal rights.
- 1) What issue generally determines whether an employer may monitor an employee's activities electronically? 2) What steps should an employer take to insure that it would be legally permissible to monitor employee's use of electronic devices , such as the computer or cell phone, at the work place? 3) What is an employer's legal obligation upon hiring employees to insure against the hiring of illegal immigrants? 4) Discuss shortly the concepts of collective bargaining and strikes in the context of permissible union activity. Are strikers guaranteed their old jobs back after the strike ends?Do employees who commit violent acts in the workplace still have rights?Your manager would like you help in developing a training program. As such, he has requested you to evaluate the applicable laws and add a section to the employee handbook. Draft a section for the employee handbook Sex discrimination
- Megan’s Law provides that all states are now required to have all convicted sex offenders register so that residents are aware of their presence in a neighborhood. The law is named for Megan Kanka, a 7-year-old who was raped and murdered by a twice-convicted pedophile who moved to her New Jersey neighborhood. He lured her to his house with the promise of showing her a puppy. Megan’s Law raises issues around the use of criminal registries in hiring and employee management.Several issues are involved for an employer in dealing with Megan’s Law and employees. For example, in Michigan, the Attorney General released the names of 200 registered sex offenders who had been using MySpace (some in violation of the terms of their parole). Some employers found that the list included the names of some of their employees and had to confront the very real problem of what to do about it.The presence of a convicted sex offender presents conflicting obligations and concerns. Employers want (and need) to…Mohamed Arafi, a naturalized U.S. citizen from Morocco, works as a valet dry cleaner for the Mandarin Oriental Hotel in Washington, D.C. In December 2010, a supervisor allegedly prohibited Arab or Muslim workers from going on floors occupied by a delegation of Israeli diplomats. The supervisor allegedly told Arafi, “You know how the Israelis are with Arabs and Muslims.” Arafi says he complied with his supervisor’s instructions but consequently lost out on tips. He subsequently complained to another supervisor and the hotel’s director of human resources. Arafi says his work hours were cut, and that his colleagues said demeaning things about Muslims to him after the incident became known to them. Arafi brought suit under Title VII, alleging disparate treatment resulting in an adverse employment action (the loss of tips), as well as retaliation. The Mandarin Hotel claimed a national security exemption. Would either of Arafi’s claims be successful? Would the Hotel’s? [Arafi v. Mandarin…Lisa filed an EEOC gender discrimination complaint on her manager because she wasnt awarded a job and a male applicant was awarded the job. In the next several months, Lisa noticed a change from her manager. Prior to the complaint being filed, he was very personable towards her and often made small talk around the office. After the complaint, he was very short with her and did not engage in any small talk. During her performance evaluation, she was shocked to discover that she had been downgraded from satisfactory ratings to not satisfactory without being provided any specific explanation. In addition, her manager informed her that although she had been hired to work the first shift, she was being transferred to third shift starting next week. She explained to her manager that she was not able to work third shift due to child care issues. Her manager replied, this is the shift you are assigned to, end of discussion. Lisa felt she had no other option, but to resign. What are the…