In result to her turning him down he retaliated by demoting her. She will definitely be on the winning side of this claim. 2. Analyze the legal factors for the potential claim(s) in the context of the employee seeking legal action against the employer. Based upon the scenario the employee was discriminated against because of her sex that lead to her being sexually harassed on a daily basis from her male coworkers and male authority figure in the workplace.
• Paula has repeatedly asked Sam to stop and has made her uncomfortable ness known. Sexual Harassment is covered under Title VII of the civil rights act of 1964. Since the act covers race, color, religion, sex or national origin, It can be sited by Paula in a law suit for sexual harassment. Paula may also choose to site quid pro quo in that she could see it as a bribe in the sense that she would be able to transfer should she continue to be with Sam. 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.
Both were wrongfully terminated for those legitimate complaints. In each case a judge ruled that the termination was wrongful due to legitimate safety concerns, however both still have negative marks on their files in the background screening firm USIS and their Drive-A-Check (DAC)division. Even after speaking with a DAC representative, it is unclear whether Mr. Carter or Mr. Griffith will ever have the negative remarks removed from their records. In 2001 Ingrid Morales was fired from her job as a makeup artist at Saks Fifth Avenue. After she was listed with USIS as having "unauthorized taking of merchandise” on her record, she sued the screening firm.
Ans 1. The company definitely has to pay liability to Virginia Pollard. In the given case, the company is liable to only those issues which tell that Virginia is been sexual harassed by the shop floor workers. Company is liable to the fact that, those who were involved in disturbing Virginia during her work are to be punished and company has to bear a compensation for the sexual harassment done to Virginia if the harassment is proven before the court of law. In the worst scenario company may have to pay Virginia as much money as quoted by the court and other legal actions can be taken against the company.
Paula can take use to court and sue the company for discrimination. Also, Sam is labile for his own actions and can be sue by Paula. This case can lead to us spending a lot of money loss on attorney’s, punitive damages, back pay and more. If we go to court and are found in a violation. A court may order that corrective actions be taken to compensate for past wrongs that may have
If it was indeed suffering then we must determine why it was suffering. In order to determine the facts of this case I would recommend that both Paula and Sam are suspended, with pay, in order to conduct an investigation. If it is determined that Paula’s allegations of unwanted sexual behaviors is true, that it was motivated by inappropriate supervisory relationship, and it affected her job performance, than a hostile work environment was created and we are in violation of Title VII. In the case of Sam blocking Paula’s transfer to another department, “because she may get pregnant”, we can be held liable under the Pregnancy Discrimination Act of 1978, which forbids discrimination in employment based on
She was caught and reprimanded by her supervisor for her display of insubordination by breaking a company rule. She chose to continue using the clean restroom vs. the dirty portable ones and as a result was terminated for it. She sued under Title VII for gender discrimination and the lower courts found that a disparate impact was suffered by Lynch due to anatomical differences of females vs. males and their associated risks. As a supervisor, I believe that subordinates and their safety must always take priority. As an employer, positive steps could have been advanced by key decision makers to properly solve the issue of unsatisfactory latrine accommodations for its female employees.
This resolution should encompass salaries getting delayed even as long as an ordinary recess. Many people should support this idea due to the strenuous dilemmas that occur because of great proposals being killed in action. This resolution should be designed to counter “other people” personal problems. This bill will put the fire out. The fire of strategic and downright unethical tactics will be extinguished with this great resolution.
1. Congress passed a law imposing penalties for displaying "indecent" material online where children could see it. If the U.S. Supreme Court subsequently rules that the statute conflicts with the First Amendment of the U.S. Constitution, the statute is void. TRUE 2. Sandra sued her employer, Cape Inc., claiming that she was sexually harassed on the job.
(Petitioner), a New Orleans District Attorney, that she was being transferred to prosecute cases in a different section of the criminal court. She strongly opposed the transfer and prepared a questionnaire that she distributed to the other Assistant District Attorneys in the office concerning office transfer policy, office morale, the need for a grievance committee, the level of confidence in supervisors, and whether employees felt pressured to work in political campaigns. Petitioner then informed respondent that she was being terminated for refusal to accept the transfer, and also told that her distribution of the questionnaire was considered an act of insubordination. Respondent filed suit in Federal District Court alleging that she was wrongfully discharged because she had exercised her constitutionally protected right of free speech. The District Court agreed, ordered her reinstated, and awarded backpay, damages, and attorney’s fees.