FACTS this lawsuit was brought to the courts for a second time as the plaintiff alleged that because of his religious beliefs he was denied permission to purchase certain religious publications and denied other privileges enjoyed by other prisoners. The first appeal on this case the defendant court affirmed judgment dismissing the complaint for failure to state a cause of action. The district court found that the plaintiff had not sustained his burden of showing that this was abuse. So the plaintiff appealed. ISSUE the district court stated that the books the plaintiff wanted was not necessary for the practice of Cooper’s faith.
The issues in this case did Mrs. Baker provide proof of Natalie’s appearance having a negative effect on the business causing sales and profits to go down? If Natalie’s refusal to remove the tattoo, after instructed to do so by Mrs. Baker constitute misconduct as defined by N.M. STAT. Ann § 51-1-7. Were Natalie’s unemployment benefits unrightfully terminated as a result of Mrs. Bakers claims of employee misconduct? Rule The State of New Mexico didn’t have a definition for misconduct so they
However, her actions breaks the ‘ACA Code of Ethics’. According to American Correctional Association, “Members shall refrain from accepting any gifts, services, or favors that is or appears to be improper or implies an obligation inconsistent with the free and objective exercise of professional duties,” expressing that no one should accept gifts from inmates. By my coworker accepting candy her credibility became murky water. If I do not report her imprudent actions I will be as ethical irresponsible as her which will not fly. On the other hand, other coworkers would not report her so, they could have power over her by blackmailing but this action is against American Correctional Association Code of Ethics, as well.
Internal Memorandum TO: Dane Johnson, CEO Toy Company We”R” FROM: Jane Doe, Division Manager DATE: November 11, 2010 RE: Analysis of discriminatory claim against the company under Title VII of Civil Rights Act 1964, constructive discharge. Recently it was brought to my attention that a former employee has filed a claim against the company under Title VII of Civil Rights Act 1964 stating constructive discharge and religious discrimination due to the recent shift schedule changes. Constructive discharge occurs when an employee feels he or she is forced to quit their position because the employer has made working conditions intolerable. Definition of intolerable workplace practice is when the employee feels discriminated against, harassed, has negative pay or benefits and/or a work overload. Under most circumstances, when an employee voluntarily quits their position they forfeit their right to sue the company for wrongful termination and in addition, they cannot receive any unemployment benefits.
What this does is show the employees that they do not have a set code of conduct to follow. A system such as the one in place can discourage those employees that strive for excellence on the job. A new system is in order here. Employees that receive a poor performance evaluation should be put on probation immediately. The next step should be for the supervisor to ask questions and try to develop a good rapport with the employee to see what is going on in their personal lives.
Darien Industries Darien Industries operates a cafeteria for its employees. The operation of the cafeteria requires fixed costs of $4,700 per month and variable costs of 40 percent of sales. Cafeteria sales are currently averaging $12,000 per month. Darien has an opportunity to replace the cafeteria with vending machines. Gross customer spending at the vending machines is estimated to be 40 percent greater than current sales because the machines are available at all hours.
At any one time you have a team of 15 shop assistants with a need for 6 per day. Due to the nature of the work you have an average staff turnover of 1 staff position per month. At a recent senior management meeting the business strategic plan was developed from which you now to develop a performance plan for your sales team. You also need to remember the ongoing team requirements as well as those new requirements brought about the strategic plan. In essence, the strategic plan states that, over the next 12 months, ‘Yummy in your Tummy Lollies’ is aiming to: Increase turnover by 30% by: * Introducing 20 new products including a range of 6 ‘healthy lollies’ options Build market loyalty by specifically targeting ‘tweens’ as customers by: * Designing new packaging specifically designed to have greater marketing appeal to the 7-12 age demographic.
In Ethical Rationalism’s Principle of Fairness it states that we “obey just laws”. I believe that MVMC is disobeying this principle for the simple fact that they just did not want to take extra time out of their day to deal with one man’s problems when it was ordered by law for them to do so. For MVMC to so readily pay the $500 fine shows that they were acting immorally and quick to blame their actions by stating he was at-will. IV. Objection to Proposed Answer and Response to the Objection Objection (1): MVMC’s justification on the termination of Greeley was because he was not in a union or bound to a contract but an at-will employee could be let go at anytime for any reason.
The Pregnancy Discrimination Act of 1974, which defined “sex” discrimination to include discrimination on the basis of pregnancy and child birth (Jennings, 2006). Because Paula is not pregnant, she has the right under the Equal Employment Opportunity and cannot can not be treated less equally which would be disparate treatment. Management should grant the transfer, make sure Paula is aware of the chemicals in case she does get pregnant and place Sam on probation excluding him from being around Paula. If his action occurs or he continually harasses Paula, Sam should lose his job to prevent the harassment from going to court. Newcorp would face the charges and pay Paula if she wins the case in
v. Hardison. The Trans World Airlines, Inc. v. Hardison case involved an employee who put forth a claim for religious discrimination because the employer was unable to accommodate his religious beliefs. An accommodation was made for Hardison early on in his employment, but once he relocated to another group his prior arrangement changed. The reason he was unable to select specific days off was due to a seniority status provision put in place by a collective bargaining contract with the Union. Title VII does not require an employer to deviate from a seniority system in order to give an employee shift preference.