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- What issues must the court decide in this case? Joan, a warehouse worker, was diagnosed with carpal tunnel syndrome. She was subsequently assignedto reduced duties. However, the duties were later multiplied, increasing her arm and wrist pain. WhenJoan presented her employer with a doctor’s note advising her to take a six-week leave of absence, theemployer gave her an ultimatum—show up for work or lose her job. Joan decided to sue under the ADA,claiming her carpal tunnel syndrome was a disability worthy of accommodation.You are a manager, and your boss—who is also a friend—has reprimanded a fellow employee (also a friend) in ways that are demonstrably unfair and unethical but not That employee has confided in you with the facts, and you agree. The employee asks you not to mention anything to the boss but to go with her to human resources for support while she reports him for those actions. What would you do, if anything, and why? Explain. One of your direct reports thinks that you are not acting responsibly or in the best interests of the company with him or the department in which you work. The direct report has informed you that your communication and work style are lacking and that this is also causing problems with others in the You are upset over this news and realize it could cause you problems with your boss and those above. What would you do, when, why, and how? You learn that a woman in your department has complained about sexually improper advances toward her by your boss and another more…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 her consentand sent videos and pictures of himself from his personal cell phone…
- Alice, an employee of ABC Incorporation, was warned several times about her excessive absenteeism both verbally and in written as well. The last written warning included notice that further violations will result in serious disciplinary actions that includes suspension or discharge. A short time after the written warning was issued, Alice called work to say she was not going to be in because her babysitter is sick and she had to stay home and care for her young child. Alice's supervisor, Martin, told her that she had already exceeded the allowed number of absences and warned that if she did not report to work, she could be suspended. When Alice did not report for her shift, Martin suspended her for ten days. In a subsequent hearing, Alice argued that it was not her fault that the babysitter had cancelled and protested that she had no other choice but to stay home. Martin pointed out that Alice had not made a good effort to find an alternate babysitter nor had she tried to swap shifts…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…Your friend is a human resource manager who believes that his cat is a god and that his cat’sbirthday is a religious holiday. Is your friend’s employer legally required to accommodate yourfriend’s religious beliefs?
- Class, should the employer at a minimum be required to determine if there is some kind of responsibly affordable facial respirator that could accommodate the beard and still provide the employee the protection contemplated by the no facial hair rule?Benjamin, a Caucasian male, is a supervisor at a bank in California. He tells Kerry, an African-American female teller, that she cannot come to work with her natural hair in dreadlocks and that if she continues to do so, she will be terminated. Benjamin told Kerry that her natural hair violates their workplace policy of having neat and professional hair. Kerry's dreadlocks are shoulder-length. Kerry comes the next day with her dreadlocks. Benjamin fires her. How would you assess whether Kerry has a Title VII claim against her employer?Wounded Knee 1One wintry night in 1890, about four hundred Native Americans set up camp near Wounded Knee Creek, South Dakota. 2When they awoke the next morning, they found themselves surrounded by U.S. soldiers. 3On the hilltop above were numerous machine guns. 4When the soldiers ordered the Native Americans to hand over any weapons they might have, they refused. 5The soldiers began searching for weapons. 6Then someone fired a shot. 7Immediately, the machine guns started blasting—slaughtering Native American men, women, and children. 8Within a short time, all were killed. 9Several days later, the frozen bodies were tossed into a common grave. 10Instead of condemning the soldiers, the government awarded the troop twenty-six Medals of Honor and labeled the event a “battle.” 11It was the last fought against the Native Americans, and so ending the American Indian wars. Identify and write down three key words that help you determine the text organization pattern. This paragraph has an…
- 24- Identify the principle that says employer should not impose unfair burdens on his employees but he has an obligation to provide the employee with whatever they are owed or deserve. This is known as. a. Principle of respect for autonomy b. Principle of non-maleficence c. Principle of justice d. Principle of beneficenceYou 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?Patrick Clawson was described by reporter Karen Branch-Brioso in a newspaper story as a “1970s era St. Louis journalist turned private eye turned FBI informant.” The story was published in the St. Louis Post-Dispatch. The fact that he had been characterized as an informant bothered Clawson, who saw it as damaging to his reputation. Accordingly, he brought a libel case against the Post-Dispatch. Recall that to be libelous, a statement must be false and “hold the victim up to ridicule, contempt, or hatred.” Clawson would have preferred the term whistleblower rather than informant because that term commands more respect. Why is the use of the term informant to describe Clawson not libelous?