Kaplan University HR420: Employment law Sarah Scott November 12, 2012 Introduction The Pregnancy Discrimination Act (PDA) involves treating a woman an applicant or employee unfavorably because of pregnancy, childbirth, or medical condition related to pregnancy or childbirth. In 1978 congress amended title VII of the civil rights act of 1964 to enact the pregnancy discrimination based on pregnancy when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions
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Under the federal Pregnancy Discrimination Act, it is suppose to be against the law to refuse to hire someone because she is pregnant. Such rules like this may be applicable to a work environment like Walmart, because it is a large department store that most positions do not require heavy lifting, just a simple transfer to a less physical department will help a pregnant woman prosper. Yet, in contrast if you were managing a small company like a construction company where exposure to reproductive
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Name: Level: Date of submission: Equal Employment Opportunity and Employee Rights Pregnancy Discrimination Act of 1978 According to PCA, the pregnant woman must be allowed to continue working so long as she is able to do her job. Also she should be treated fairly like any other temporary disabled worker if she is unable to do her job temporarily. Absence that is related to pregnancy, the employer is entitled to hold that vacancy for the same period length those other employees on leave
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of interviewing for a job. According to the complaint filed by the EEOC, John Charping a manager at a local Chick-fil-A there in Concord, NC refused to hire Heather Morrison because of her pregnancy. Morrison stated that during the interview she was subjected to answer inappropriate questions about her pregnancy such as how many months she had been pregnant, her plans of childcare when the she delivers the child, and how much maternity leave will she require to take. Morrison stated that she felt
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This discrimination can be of many types such as racial, gender, age or even if a person has some sort of disability. From what I have understood after reading the text, Susie Q was hired by a company called as Happy Smile Maxillofacial Surgery during her second day at work she was fired after her bosses found out that she was pregnant. After doing some research I have found that the Civil Act of 1964 is basically a law which stops discrimination of any kind while Title VII of this Act deals
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the three employees else it could result in employees filing complaints claiming Age discrimination, discrimination against pregnant women and Violation of ADA. Based on the three employees that are going to be laid-off, the following three statutory or case laws are relevant to the situation. The Americans with Disabilities Act 1990 The Age Discrimination in Employment Act 1967 The Pregnancy Discrimination Act 1978 Brian Carter is one of the employees that will be laid-off since his skills and
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1. Research the Laxton vs. Gap lawsuit -- provide some of the details involved in the case. Mrs. Laxton was working as General Manager at a Stein Mart store when Gap approached her to be the General Manager of a new Old Navy store that was going to be opening soon. Laxton declined the offer at first but then Gap offered her $10,000 more a year than she was making at Stein Mart, so she accepted. Laxton learned she was pregnant after she accepted the offer from Gap. On her first day of work Laxton
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ACTIVISTS on warring sides of the abortion debate rarely take the same position when it comes to Supreme Court cases involving women’s rights. But pro-choicers and pro-lifers have found common cause in Young v United Parcel Service, a pregnancy discrimination case the justices will take up on December 3rd. Yet the ideological overlap, while intriguing, is no guarantee that justices will reach consensus. Peggy Young was working part-time as the driver of a delivery truck for UPS when she became
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Bandage Automotive Case Analysis BUS310-011016 Date: May 27, 2011 Bandage Automotive Case Analysis Given Bandag Auto’s size, and anything else you know about it, explain why and how the human resource management function should be reorganized. Given the size of Bandag Auto in reorganizing its HR function will make for a more efficient company. I suggest the following services be put in place: 1. Transactional HR group which will focus on using centralized call centers and outsourcing arrangements
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called into the Chick Fil A store for an interview with the store manager of Chick Fil A. During Heather’s interview the store manager consistently focused on the fact that Heather was pregnant and asked Heather numerous questions in regards to her pregnancy, questions concerning time taken of for the birth of the child and also asked questions concerning child care for her child in regards to interfering with her employment at Chick Fil A. 3 days after the inappropriate interview Heather received a
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