This act is an amendment of the Title VII of the Civil Rights Act of 1964. This act prohibits the following specific acts including but are not to the refusing to hire or promote on the basis of pregnancy or family plans. These are all sex discriminations claims against Sam. The bottom line of the matter this is case that is liability for the NewCorp Company. Paula can take use to court and sue the company for discrimination.
NEWCORP LEGAL SCENARIOS BUSINESS LAW Legal Encounter 1 In the given situation NewCorp is liable for having to follow the guidelines of what the handbook states on the given situation with Pat. Pat has the right to sue NewCorp given the fact that when he was hired on he signed the handbook which in it, it has a section that is Notice of Unsatisfactory Performance/Corrective Action Plan. In this section of the handbook it states that if any employee has a deficiency in their job they are to be put on a Corrective Action Plan and if the performance does not improve they can be terminated. Therefore in a court NewCorp can be found in breach of contract, since the employee handbook is a signed contract. As well as the fact that Pat feel that because of him voicing an opinion on the school board, which has nothing to do with NewCorp, this may
Paula wanted to continue working for NewCorp but did not want to continue working under Sam, therefore she applied for a transfer to the wire-coating department. Sam blocked the transfer citing that because Paula could become pregnant that department would not be a good fit for her. By blocking the transfer Sam has now made NewCorp liable for discrimination charges under Title VII. Title VII make it unlawful for companies to discriminate against persons based on their sex. By not allowing the transfer based on the fact that the chemical used in this department could harm a fetus makes this disparate-treatment discrimination.
Acquire or Develop Talent Tanglewood should acquire talent, because it wants to keep performance and customer service at high levels. In addition, while old stores under Tanglewood have the same basic look, the management styles and human resource can use some improvements. Acquire talent is very helpful for new stores, because employees would “hit the ground running” and be at the peak performance the moment they arrive. Hire Yourself or Outsource Personally, I think Tanglewood should hire itself. Outsourcing is more practical for small and medium companies.
New Corp LAW 531 August 27, 2012 Yolanda Nimmer-Williams- Instructor NewCorp Legal Encounter 1 Upon terminating Pat, NewCorp is faced with a case of wrongful termination. Even though, Pat was employed as an at-will employee, NewCorp issued him a personnel manual outlining how they would deal with unsatisfactory employees. NewCorp’s policy states that “If the job performance of an employee is unsatisfactory, the employee will be notified of the deficiency and placed on a corrective action plan. If the employee’s performance does not improve to a satisfactory level in the specified time period, termination will follow” (Notice of Unsatisfactory Performance/Corrective Action Plan). Pat signed this document, thereby making
Sam has given Paula plenty of evidence to claim hostile work environment by not accepting his sexual advances and the immediate negative response by Sam. • Sam has created a hostile work environment for Paula and there may be witnesses to his behavior. Tort for personal liability would lie with Sam and the judgment may limit NewCorps liability however this would be a risk on our
A presentation should be held outlining the present state of the organization. The executives need to see the severe state they are in and how fast they will continue to decline if they do not take action soon. The present state presentation would present honest information informing the audience of where they realistically are. An outline of the amount of business the company has lost out on would be the concluding factor in the presentation letting the company know continuing in this direction will take them completely out of the competitive market. The management team needs to understand that “change is an ongoing and never-ending process of organizational life” (Van de Ven & Sun, 2011, p. 58).
If the plaintiff states that they did not reach out for accommodations, then we should take a look at his work schedule and see if can accommodate. This must include scheduling/leave requests, dress and grooming issues, substantive job duties which create a conflict, or co-worker evangelizing. In Heller v. EBB Auto Co., the courts stated that once an employee has made out a prima facie case, the burden shifts to the employer to demonstrate that an accommodation would result in undue hardship if employment can not go on with that particular employee. The employer can show undue hardship by proving that the accommodation would have a major impact on co-workers or the cost would more than minor (Mautner,
Families worked in terrible conditions, and were struggling to make ends meet. This called for organized labor, or labor unions. However, these labor unions proved to be rather unsuccessful in improving the position of workers. The unsuccessfulness of the labor unions occurred because of the initial failure
Though John had sympathy for the family pressures she was facing, but her unpleasant behavior was affecting the efficiency of the entire team and the organization. On the other hand, Andy another employee with CES and a team member for the waste management committee, made it worse by creating negativity in the mind of Vincent on the very first day of his office. Vincent resigned his earlier job because of the internal politics and did not want the same issues again. Vincent tough tried in altering Gwen’s job description but knew she won’t be satisfied with that too. John’s inability to anticipate issues and take up steps to resolve the conflict arising due to the Vincent’s presence is harming the output of the organization.