NewCorp Scenarios Legal Brief

Three legal encounters that NewCorp is contending with are unsatisfactory performance and corrective action plan, sexual harassment and discrimination, and Occupational Safety and Health Administration (OSHA) compliance
Legal Encounter 1
NewCorp hired Pat in Vermont causing Vermont state law to apply to this legal encounter. NewCorp had Pat sign a document stating that NewCorp must issue a corrective action plan but failed to uphold this contract by eliminating him from position with 30 days of severance pay. Pat feels he was wrongfully discharged because his supervisor had a different view on a school panel board but Pat claims needs to be supported by the termination papers that were filed in the human resources department. Vermont is an at-will state which means that an employee can be terminated for any reason, at any time. However, the document that Pat signed is an enforceable contract that the state will deem enforceable for Pat’s benefit (Kohn, 2008). Pat will be given his managerial position with NewCorp and will be placed on corrective action as outlined in the document both NewCorp and Pat signed. To help protect NewCorp from further issues, managers and supervisors should turn in written documentations of coaching’s conversations and corrective action that is signed by the employee to show that NewCorp have done everything in their power to protect their employees before termination is a necessary option.
Legal Encounter 2
NewCorp supervisor Sam hired Paula as an employee of their electrical division in which Sam and Paula developed an intimate relationship that later resulted in separation. Despite their relationship ending, Sam makes unwarranted gestures to Paula and blocks Paula desire to transfer citing that the department she is transferring to will cause harm to the fetus during pregnancy. Paula is claiming