Don't allow yourself to become flustered by the lawyer, especially on cross-examination. 8. Don't lie about an answer if you don't know it. 9. Don't use foul language while on the stand.
The ninth commandment; thou shall not covet thy neighbor’s wife is saying that you should not think impure thoughts and desires opposing to chastity. The simplest thought of impure things is not always sinful but it can be dangerous. The tenth and final commandment is; thou shall not covet thy neighbor’s goods which means that you shouldn’t take things unjustly from your neighbors. It also means that you should not envy them
The first problem is Sam getting involved with an employee. The relationship can cause favoritism at times and lack of proper managing. The relationship is a set up for some type of discrimination and harassment. Sexual harassment is a major issue in the workplace. Title VII is the basis for discrimination law and judicial decisions….its basic purpose is to prohibit discrimination in employment on the basis of race, color, religion, sex, or national origin (Jennings, 2006).
1.2 Describe ways in which discrimination may be deliberately or inadvertently occur in the work setting. Refusing an individual a job because they have a wheelchair or disability, or a person is not able to apply for a job or do a job because the workplace does not have wheelchair access and wheelchair friendly areas. 1.3 Explain how practices that support equality and inclusion reduce the likelihood of discrimination. It is important to behave in any anti-discriminative way, respect each individuals way of life, their religious choices, their sexuality, ensure that there are no barriers that exclude an individual because of their race, age, sex etc. 2.
www.studentehelp.com 1. What defense can an employer use to a charge of sexual harassment? • The harassed employee was not made aware of the company's antiharassment policies. • The harassed employee took advantage of the preventive measures provided by the company but still could not avoid being harassed. • The employer does not have any complaint mechanisms for employees who are harassed.
For example, a job that involves heavy lifting would require someone with the muscle strength to perform the job. The example I mentioned will not discriminate on females, because of their lack of upper body strength, but it clarifies the expectations of the job. Administration Assistant Administration assistants provide clerical support in an office environment. The job involves using office equipment such as telephones, computers and fax machines to provide administrative support to managers and other departments. The way to make sure that my advertisement is in compliance with the federal law will be to make sure that I substantiate my advertising claims and that they are not deceptive.
Physical intervention may only be used upon ensuring safeguards are in place for the member of staff and also the person involved and when social and mechanical intervention is not sufficient . Moderate risk to prevent danger to others should be expected but physical intervention may not be used if there is a substantial risk of injury or it conflicts with any individual care plans in place. Holding or restraining the service user should only involve contact with robust areas of the body – i.e. arms, legs and torso. It should not involve pressure against a joint, holding by the neck, hair, fingers or any sexual area.
It is important not to speak out of angry emotions, and again sometimes it is best to tell an employee that one may need to think on the matter first before responding. While it may not seem like a "big deal" it is important to make sure that the words that are used when speaking to employees are simple and clear. Some employees may not understand the use of large words, and therefore the message that the manager / supervisor is trying to convey may be lost. Good grammar is also a must for every type communication. Use of slang terms is not a wise idea, as what is acceptable in generation / culture could be offensive to the next.. We must make sure we are saying exactly what we mean to and clearly enough that so that others are going to hear exactly what the manager / supervisor is trying to say.
Shirley Wright’s comment makes me more likely to file a formal complaint. Due to the fact that these new employees are making sexual references that are offensive and should not happen in the workplace, I feel that they should be punished. I do not agree with the punishment because I believe someone should be reprimanded but not fired. This is a first time occurrence so I don’t see why someone should get fired for that. I think they should be reprimanded and if it’s something that they continue to do then their punishment should be getting fired from their job.
What action to take if you suspect abuse… Every member of staff has a professional and moral duty to report any witnessed or suspected abuse to their senior or line manager. If you witness/suspect abuse or any unsafe practices firstly ensure the safety of the individual (if in immediate danger). If you witness unsafe practices discuss with the colleague about the unsafe practice and the risks involved; show the safe way to do and explain how it minimises the risk. All abuse allegations and unsafe practices MUST be reported to your senior or line manager on duty IMMEDIATELY. Ensure any verbal reports have been put into writing and make a copy for your manager and keep a copy for yourself!