The employer is automatically liable if a supervisor’s harassment causes economic harm to an employee, even if the employer was never previously informed about the harassment. Is this fair?
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The employer is automatically liable if a supervisor’s harassment causes economic harm to an employee, even if the employer was never previously informed about the harassment. Is this fair?
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- 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…Cynthia is a union member at her company. She files a complaint against the union because of what she feels is an unfair rule. Which of the following is true? Cynthia can only file a complaint through the union's grievance procedures; she cannot sue it. Cynthia may sue the union if her complaint to the union through its grievance procedures doesn’t resolve her problem. Cynthia cannot complain to the union, but she may sue it instead. Cynthia can have her union membership stripped from her whether she sues the union or chooses to follow a complaint through the union's grievance procedures.Employee, a Muslim, is a management trainee at an airport car rental office. As part of her religious practice, employee wears a hijab (headscarf). She is told by her supervisor that the hijab does not match the uniforms she is required to wear, so she must stop wearing them or be transferred to another position with less customer interaction. Employee was later terminated as part of a company cutback. She sues for religious discrimination. Does she win?
- According to the court system, promotions based on subjective assessments A) support employers in adverse impact claims B) violate the Americans with Disabilities Act C) must be supported by objective evidence D) are valid under the Civil Rights Act of 1991 E) usually lead to employee retaliation claimsThe HR department at Clearwater Electronics received notice that a grievance procedure was filed by an employee. A member of the HR department has met with the employee, a union representative, and the employee’s immediate supervisor to resolve the issue of concern. A resolution was reached, and the employee returned to work. Why is it important to have a grievance procedure? The grievance procedure provides a way for an employee who misinterprets an agreement to dispute what was previously agreed between the company and the union. The grievance procedure provides a method to handle employee complaints before they become serious issues. The grievance procedure notifies the company that litigation is forthcoming. The grievance procedure allows an employee to be protected from any retaliation from others who might not agree with their complaint.You are the CEO of Human Resource of an organisation. One of the workers, while trying to molest his co-worker, is pushed away from her towards a heavy machine – which instantly kills him. The witnesses claim that it was his fault and the woman didn’t push him with an intention to harm him. She did so in self-defense. His family is demanding compensation from you and has filed complaint against you. Family doesn’t know that it’s the woman who has pushed him. They are told by other employees that it’s an accident. The chairman of the company has asked you to end the issue from your side. He has warned you not to complicate the issue. Being the CEO for HR, how would you prevent similar incident to happen in the future?
- The employer had no history of ever terminating any other employee for not submitting expense reports. If this fact were true, what impact if any would it have on the claims made by the employee stating he was terminated due to discrimination?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.All 8 employees of a company showed up for work on Monday morning to find the building locked and a sign on the door stating that the company is out of business. Attempts to contact the owner are unsuccessful and the employees make a complaint to the Labour Standards Board about their unpaid wages. Will the employees get any compensation? Why or why not?
- 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 responsibility24- 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 beneficenceCreate a compensation package for a sales representative for an insurance company, be sure to include the following: - compensation philosophy-be sure to identify direct and indirect benefits. - Job evaluation of the position.