1. Define sexual harassment as the term is used legally. The definition of sexual harassment that is in the guidelines of the U.S. Equal Employment Opportunity Commission (EEOC) also is copied by most states and employers for their own use. The guidelines state: “Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when: (1) submission to such conduct is made a term or condition of employment or participating
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it's an unfair labor practice by the leader for an leader to interfere with, restrain, or obligate workers within the exercise of the rights secure in section 157. Section 8 specifically disallows the discharge, constructive discharge, suspension, layoff, fail to recall from closedown, demote, discipline, or take any adverse action against the worker as a result of their protected concerted activities. Since the action of Drake and Keeler could be a protected concerted
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long as the low cost bottom line and reasonable customer service is maintained (University of Phoenix, 2012). There are several routine human resources issues that need to be addressed in the workplace. The first issue involves potential wrongful discharges at the Anderson Cost Club store. The second issue is assisting the regional CEO in reducing employee costs; addressing the use of independent contractors and temporary employees. The third issue involves determining if Cost Club is legally responsible
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Week 3 Homework Assignment for Chapters 9, 10 and 11 Chapter 9 Hardage v. CBS 1. What were the legal issues in this case? What did the court decide? In the summer of 1998, Hardage began working as an advertising account executive for KSTW-TV, a television station owned by Viacom Television Stations, Inc. and managed by CBS Broadcasting Inc. He was promoted to Local Sales Manager in February of 2000, and in this position, he worked
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OPMT 102-1HE 5-3 Critical Incident pg. 537 1. Who are classified as protected-group employees? Does Paul Davis qualify as a member of this group? Why or Why not? Protected group employees: · Racial/Ethnic origin · Gender (women) · Physical or mental disability · Age (over 40) · Religion · Military Service I believe that Paul would qualify under the disabilities because of his psoriasis; however he should have informed management of his condition and shown documented proof of his
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long as the low cost bottom line and reasonable customer service is maintained (University of Phoenix, 2012). There are several routine human resources issues that need to be addressed in the workplace. The first issue involves potential wrongful discharges at the Anderson Cost Club store. The second issue is assisting the regional CEO in reducing employee costs; addressing the use of independent contractors and temporary employees. The third issue involves determining if Cost Club is legally responsible
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A recent conflict I observed was in the intensive care unit. The patient was transferred to the unit with the diagnosis of respiratory failure. After few days of stay, the patient started with frequent diarrhea and severe abdominal pain. The patient was receiving multiple antibiotic treatment. Therefore, she asked the physician to order lab test to screen the patient for C.diff. Additionally, she placed the patient on special contact precautions as per the hospital policy. The physician refused
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EC staff consolidated version as of 16 September 2009, FOR INFORMATION PURPOSES ONLY EN – EU IAS 37 International Accounting Standard 37 Provisions, Contingent Liabilities and Contingent Assets Objective The objective of this Standard is to ensure that appropriate recognition criteria and measurement bases are applied to provisions, contingent liabilities and contingent assets and that sufficient information is disclosed in the notes to enable users to understand their nature, timing
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One big deal about Employment Law – who does it apply to? Scenario: Small business is being asked to raise minimum wage to $15 per hour. Unfortunately they aren’t able to afford that without taking a hit on their bottom line, owner needs to look at who does the law apply to and do it based on # of employees. Meaning, # of employees can affect whether or not the law applies to your organization. Employment Law Misconceptions: You can’t be fired without good cause You can’t have your pay cut
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Term Paper Topic MARINE INSURANCE Submitted to Prof. Dr. Mujahidul Islam Evening MBA Program Department of Banking, University of Dhaka Prepared & Submitted by Mohammad Abu Zamih ID # 50917062 (17th Batch) Roksana Alam ID # 50917063 (17th Batch) Evening MBA Program Department of Banking, DU Course
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