Without this knowledge, Jane Doe gave what she believed was her informed consent for the surgery, which consequently violated her right to self-determination and did her extreme harm rather than good. She never had the chance to explore other options, because she was misinformed about her donor from the start. In addition to hiding risks from the patient, physicians gave her little alternative to her procedure. She knew she did not want a high risk donor, in fact she had “previously rejected another donor “because of his lifestyle”’(Vaughn 152). Clearly Jane Doe was exercising her autonomous right to decline this kidney, as she thought accepting that kidney may cause her more harm than good.
Legally, hospitals and staff should do what is in the patient’s best interest. According to Smugar, Spina and Merz (2000), “a physician who does not inform a rape victim of her options to help avoid pregnancy violated the obligation to act in her best interest and violates her right to give an informed consent to treatment.” Thus, violating the patient’s right to autonomy; referring to the right of a person to choose their own plan of action, and justice; the right of treating every patient in a fairly manner and giving them all the information needed for them to make an adequate decision. However, if these rights were to be denied for any reason, then justice has been violated (Bodenheimer and
He discredits the argument that, ”marriage is fundamentally a procreative unit” (Stoddard 738). The government tries to rectify not allowing same sex marriage to be legal because marriage is supposed to be a procreative unit. People should be entitled to love and marry whomever it is that they choose. The government tries to justify their standing on gay marriage by acknowledging the fact that same sex couples would not be able to birth a child together. If this is in fact a valuable reason to prevent someone from marrying, then why doesn’t the government create a law banning all women and men who cannot or will not have children from being able to legally marry.
Nevertheless, if a number of relatively minor separate incidents may add up to sexual harassment if the incidents affect your work environment. One case for example is Harris v. Forklift Systems, which created an objectively hostile or abusive work environment. The Supreme Court held that to be actionable the discriminatory conduct must be critical and
Because of this situation, the staff is reluctant to bring their concerns regarding Johnson’s behavior to management for fear of repercussions.1 Johnson’s inappropriate behavior has directly caused the club to lose numerous members. These behaviors could also impact the membership drive. Offended members will tell friends and acquaintances about Johnson’s actions at the club. Potential members may be reluctant to join a club that appears to condone this type of behavior. The friendship between Johnson and Ellis has caused Frank Havens, the Assistant Athletic Director, to hesitate in approaching Ellis with the complaints he has received about Johnson from both members and staff.
Sexual Harassment Policies The laws against sexual harassment are intended to protect employees from harassment by their superiors, colleagues, and patrons or clienteles, which an operative has to interact with in the workplace. The federal law prohibits sexual harassment in the workplace via Title VII of the 1964 Civil Rights Act. Title VII applies to most private and public employers, labor organizations, employment agencies, and joint employer-union apprenticeship programs with 15 or more employees. Employers are vicariously responsible for their supervisors’ palpable employment actions undertaken in return for sex with a subordinate or for a subordinate’s refusal to engage in sex. However, in the absence of a palpable employment action, a favorable defense is accessible to the employer.
B. The employee is claiming constructive discharge because she feels that her rights were violated based on Title VII of the Civil Rights Act of 1964, which states: ”The law makes it illegal to discriminate against someone on the bases of race, color, religion, national origin or sex. This law also requires that employers reasonably accommodate applicants’ and employees’ sincerely held religious practices, unless doing so would impose an undue hardship on the operation of the employer’s
Goodyear’s argument against the case was the since the statutory period was only 180 days, Ms. Ledbetter could not file a lawsuit about past pay checks, but only those falling under those 180 days. Goodyear simply claimed that Ms. Ledbetter’s claim was time bared. This case is relevant to Human Resource Management because it shows the outcome of what sex discrimination can do if it is not monitored in the work place. It shows the outcome of what a faulty lawsuit looks like, but also gives the perception of what a person might have to do in order to get their full, which in the long run would be most damaging to the company both monetary and publically. I disagree with the outcome of the case; a case of this nature should not be dismissed simply because of the 180 days statutory period.
U.S. Constitution on Homosexual Behavior I agree that the Bowers v Hardwick court decision was a great thing to be overturned, the decision in Bowers deny them the right of an autonomy in a relationship. Bowers invaded the personal lives of homosexuals and used too much power to try and fight their personal lives. The law should not be able to invade a straight or homosexual person’s sex life. Going into a person’s house and seeing their sexual lifestyle should not warrant the arrest of the two men/or two women that are sexually involved. It should not be illegal for someone to live their life private or out in the opening if they decided they wished to be gay.
Today, the law has been amended to extend rights to a married woman, she does not have to have sex with her husband if she does not want to and if he doesn’t accept that answer, he is sexually assaulting her, she is not performing her “wifely duties”. (Cheryl Regehr, 2008) In years