The bosses at Miami Valley Maintenance Contractors (MVMC) thought it was too difficult and trouble-some to deal with the hassle of the payments and decided to just fire Robert. Under law, failure for employers to withhold child support payments substituted a $500 fine. Without hesitation, MVMC paid the fine but did however state that Robert Greeley was an at-will employee who could be terminated at any time. II. Ethical Question to be Answered Was Miami Valley Maintenance Contractors’ decision to dismiss Robert Greeley morally justified?
Black’s Law Dictionary (Mark A. Rothstien et al., Employment Law §9.7, at 539 (1994) defines constructive discharge as follow; “A termination of employment brought about by making the employee’s working conditions so intolerable that the employee feels compelled to leave.” (Garner, 1999) B. Under Title VII of the Civil Right Act of 1964 religious discrimination is strictly prohibited. An employer cannot discriminate against an employee due to their religious beliefs by giving them less hours, less pay, nor have their work be any different than other employees working the same position. Based on the EEOC facts about religious discrimination shown below the Toy Company would have fallen on hardship if we would not have changed the work schedule due to our increase in demand. In addition to undue hardship to Toy Company, the employee did not notify anyone from Toy Company that the implementation of the new schedules would adversely affect the
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). After the relationship was over Paula asked for a transfer since Sam continually sexually harassed her. Sam refused the transfer stating the chemicals could harm an early fetus. Paula is not pregnant which is sexual discrimination. The Pregnancy Discrimination Act of 1974, which defined “sex” discrimination to include discrimination on the basis of pregnancy and child birth (Jennings, 2006).
Memo To: CEO From: Elementary Division Manager Date: [ 1/9/2013 ] Re: Former Employee Constructive Discharge Claim The company attorney has brought to my attention that a former employee has filed a claim against the company under Title VII of the Civil Rights Act of 1964. The former employee is claiming constructive discharge for religious discrimination. The religious discrimination claim resulted after a new policy change went into effect requiring employees to work on a religious holy day. The new schedule requires employees to work 12 hour shifts with four days at work and four days off. The required days can occur any day of the week, Monday through Sunday, and applies to the entire production staff.
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. “Members shall treat every professional situation with concern for the welfare of the individuals involved and with no intent to personal gain,” suggesting they are not treating coworkers with respect but to only achieve ‘personal gain’. This action breaks the creed which every correction officer protects which is un-honorable. I believe the best decision is to report her this action will protect myself as well as her in future altercations legally or dealing with
The concept can be tested by looking at the reasonable person leaving due to discrimination or a violation of public policy (Glazer, 2013). The employee is alleging that the company is guilty of discrimination because new company work hour policies would force employees to work on a holy day. Previous company work hours allowed for weekends off which allowed employees time for worship every Sunday. The new policy would allow employees to work four days on and four days off which would at times encompass a commonly known religious day. This employee feels the company is now discriminating against their religious freedom by forcing them to work on these common religious days and the employee left the company immediately following the policy change.
The phrase ‘no sleep’ is a euphemism for death and suggests that she will pay for what she has done. This is similar to Farmers Bride as he is frustrated that she will not interact with him. This is shown when he says ‘three summers since I chose a maid’; this suggests that she has been avoiding him for the past three years, which is frustrating for him. The word ‘maid’ implies that she is still a virgin, suggesting that his frustration could also be sexual In Sister Maude italics are used to emphasise her hatred for her sister Maude. This is used in the last line of the poem ‘Bide you with death and sin’; this symbolised her outrage at her sister and her hope that she will pay by going to hell after death.
Manufacturers have to produce the MSDS which is passed down to the supplier which is then again passed down to customers. It is against the law to be creating and distributing false documentation to customers and penalties do apply. Why old, wrong, distorted or incomplete information is not useful information Old, wrong, distorted or incomplete information isn’t useful information for an MSDS because if there happens to be an incident within the workplace and an employee’s health is at risk, and the msds is supplying false information for first aid measures, the person in charge of MSDS’s can be liable and penalties will apply. Council have to have to be provided with the Supplier’s MSDS because of these circumstances, not one that is made up by chemwatch. In these circumstances, the PCBU must
| Company Name Here | Memo To: CEO From: Danielle Lenglade CC: Legal Date: [ 10/21/2011 ] Re: Title VII Case Constructive discharge is not relative to this scenario. Work conditions were not with the specific intent for the employee to resign. According to the information provided the work schedule changed for all employees and not just this specific employee. According to Dempsey and Petsche “constructive discharge occurs when as employee is legally justified in claiming that he or she was compelled to resign because the employer has made working conditions intolerable”. (Finnegan, 1986) In the information giving we as company required all employees to work four twelve hours shifts then have 4 days off.
Harassment includes but not limited to any offensive conduct that has the purpose of effect of unreasonably interfering with an individual’s work performance or creating an intimidating, offensive, or hostile environment. Discrimination occurs when a person is treated differently, in most cases, unfairly due to factors other than the quality of the persons’ work ethic, age, religion, color, sex, national origin, disability, genetic information or reprisal(EEOC.gov), (Petrocelli & Repa, 1999). To ensure employers and employees do not engage of any form of sexual harassment, harassment or discrimination, it is important for our organization to implement policies to help prevent the before mentioned and describe the consequences if evidence is found substantiated. Company policies should also include types of harassment, procedures for reporting in case one feels he or she is being harassed or witness what he or she perceives to be sexual harassment acts, and all required training that each employee must