Should the public policy exception be expanded to protect applicants from discrimination based on their credit background?
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Should the public policy exception be expanded to protect applicants from discrimination based on their credit background?
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- How can the Americans with Disabilities Act support educators with the threat of termination due to an unknown disability?Title VII requires that employers make reasonable accommodations for employees' OR applicants' religious beliefs that do not cause undue hardship. how frequent do you think requests for religious accommodations are?In 1975, a business changed its policy to begin hiring women. Assume the business implements a policy in 1985 that only those employees who have been with the company since 1970 may be promoted to upper level management. Does this violate equal employment opportunity? a. No, this is a bona fide occupational qualification. b. Yes, this violates the Equal Pay Act of 1963. c. Yes, this violates the Civil Rights Act of 1964. d. No, this is a business necessity.
- It is easy to say that an organization should hire, reward, and dismiss employees based on their character as well as their knowledge and skill, but how could such a policy be implemented?What factors must be considered in determining whether an individual with a communicable disease that is a disability is otherwise qualified for the job? Does the employer still have a defense in case he or she terminates an employee based on such a disability?Under the Age Discrimination in Employment Act (ADEA), employers are prohibited from discriminating against employees on the basis of their age once an employee has reached age 45. Group startsTrue or False True, unselectedFalse, unselected
- Can employers lawfully consider race or gender when making hiring or promotion decisions? If so, may it only be used to remedy identified past discrimination?Will the public policy exception to the employment-at-will doctrine expand to fill gaps in public policy to the point where exclusions will be rendered meaningless?Which discrimination policy is practically and legally the best for this company? (policy A, B, C, or D): CREATIVECOUNT is an accounting services firm which operates in all 50 states and has over 10,000 employees. You are the HR Director and are evaluating the following alternative policies and will compose a policy which is legally and practically better than any of the following alternatives.A. CREATIVECOUNT Proposed Policy One: Since CREATIVECOUNT values its employees and its reputation for providing world-class accounting services, it has adopted a continuous improvement evaluation and layoff policy. Each year, you will be evaluated by your immediate supervisor on the basis of your knowledge, skills and performance. If you score below expectations, you may appeal your supervisor’s evaluation to your supervisor’s manager. In the event that layoffs are necessary, they will be based on an employee’s most recent evaluation. B. CREATIVECOUNT Proposed Policy Two: Since…
- Describe the equal pay act (1963) , title 7 of the civil rights act (1964), and the americans with disabilities act (1990)which Act requires continued health insurance coverage (paid by former employee) following termination? a. Consolidated Omnibus Budget Reconciliation Act. b. Family Medical Leave Act. c. Civil. Rights Act. d. Americans with Disabilities Act. e. Occupational Safety and Health Act.If there was a case where an employee was told that her chances of promotion would increase if she "walk more femininely, talk more femininely, dress more femininely, wear make-up, have her hair styled, and wear jewelry." Would this qualify as discrimination based on sex under Title VII?