FROM: CHASITY BOX SUBJECT: FORMER EMPLOYEE'S CLAIM CONSTRUCTIVE DISCHARGE DATE: 8/8/2014 A former employee has filed a claim against our company under the Title VII of the Civil Rights Act of 1964. The claim the former employee is bringing up is “constructive discharge” due to religious discrimination against the employees. The company has had to change the scheduling system of our production team to include weekend work. The new schedule was implemented the beginning of the calendar year
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Disability Leave Disability leave is time off from work for a reason related to someone’s disability. It is a type of ‘reasonable adjustment’ which disabled workers are entitled under the Equality Act 2010. This factsheet tells you why disability leave is important to your branch; how to organise around it; and how to negotiate a good disability leave agreement. Disability issues have been on branch agendas for some time and employers may welcome an approach from UNISON representatives
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important. Lastly, the company should take steps to prevent sexual harassment. This would include communicating that the company will not tolerate sexual harassment and will take immediate action when complaints are received. 3. Develop an age discrimination policy and inform employees. Establishing a discipline program and let the employees know it will be effective immediately after a complaint. Discipline is very important to put into action. Lastly, keeping records of everything is very important
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Dunlap V. Tennessee Valley Authority Dr. Robert Waldo Business Employment Law – HRM 510 What were the legal issues in this case? Mr. David Dunlap brought suit against the Tennessee Valley Authority alleging racial discrimination. Mr. Dunlap a fifty two year-old Black man worked as a boilermaker for twenty years. Mr. Dunlap accused the company of choosing other participants over him. The company chose a scoring system to rate each candidate. Mr. Dunlap contended that white candidates
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Introduction Jim Fogle has worked in the technical sector for more than 30 years. He has held various positions within the same company throughout his career. During this time, he has witnessed the introduction of new technologies while countless others have gone obsolete. Although Fogle possesses several years of proven industry experience, his career path does not reflect his performance or skills. In fact, Fogle’s career has tended to move on a downward slope. Originally a member
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Effective human resources planning strategies are those that include having sufficient staff, with the right mixture of talent, and who are in the appropriate locations, performing their jobs when needed. It moves beyond the traditional role of human resources as primarily an administrative control function. In today’s corporate environment, it is viewed as a valuable component for adding value to an organization. Both employees and the company will often realize many benefits of planning over the
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Interclean Memorandum Bertheia Gary HRM/531 August 23, 2010 Tiffany Mytty-Klein Interclean, Inc. Memorandum To: Supervisory Team From: Bertheia Gary RE: Management Behavior As you all are aware, the merger between Interclean and EnviroTech is final, and implementation of change will soon occur. There has been recent gossip and rumors about the merger. As managers, let’s be sure to continue to role model, respect and be fair to employees, and use our best practices in the work environment
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cases that were brought to my attention to be analyzed I am, hereby, submitting my formal review of each independent situation. Situation A In the case of Employee A, we must take into consideration the regulations of the Family and Medical Leave Act. The FMLA regulations protect employees by allowing for 12 weeks of unpaid leave during a 12 month work period. The employee is further protected by being allowed to return to their former position, with the same pay rate and benefits they had before
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main cause of termination. The ADEA requires that “age [be] the ‘reason’ that the employer decided to act.” Therefore the ruling was in favor for Jackson Memorial Foundation. Mora appealed the decision ISSUE– Did Jackson Memorial Foundation, Inc. wrongfully terminate Josephine Mora because of her age which is a direct violation for wrongful termination under the Age Discrimination in Employment Act or is mixed motive a defense? DECISION – The court reversed the summary judgment and remanded the
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Family and Medical Leave Act of 1993 is law passed that protects employees that need to go one leave to take care of a personal, family illness, or birth/adoption of a child. The law states that companies with 50 or more employees must offer unpaid leave to workers that have at least clocked in 1,250 hours and has at least 12 months of employment ("The Family and," 2000). Evaluation: Our Company has over 75 employees and as a result we comply with the Family and Medical Leave Act of 1993. Factors that
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