TO: Supervisor FROM: Andrew ToussaintDATE: January 27, 2016RE: Applicability of Greene’s Jewelry Wholesale, LLC vs. Lawson MEMO INTRODUCTION Jennifer Lawson, who was rightfully terminated during Greene’s Jewelry Wholesale’s downsizing effort for consistent tardiness throughout her three years of employment with Greene’s Jewelry Wholesale, breached the confidentiality agreement to not share any information regarding the process used to create “Ever-Gold,” by sharing key process elements in producing
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protected under Federal law from discrimination on the following bases: � RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN Title VII of the Civil Rights Act of 1964, as amended, protects applicants and employees from discrimination in hiring, promotion, discharge, pay, fringe beneits, job training, classiication, referral, and other aspects of employment, on the basis of race, color, religion, sex (including pregnancy), or national origin. Religious discrimination includes failing to reasonably
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(including pregnancy), national origin, age (40 or older), disability or genetic information. Harassment becomes unlawful where (1) enduring the offensive conduct becomes a condition of continued employment, or (2) the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive. Anti-discrimination laws also prohibit harassment against individuals in retaliation for filing a discrimination charge
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| |Employment Law also called labor law is the body of laws,administrative rulins, and precedents | | | |which address the legal rights of, and restrictions on working people and their organizations. In this | |
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classes e.g.: race, color, national origin, religion, sex, age or mental, or physical disability. NewCorp has not terminated Pat for any of these reasons. Retaliation or discrimination against employees or applicants who have alleged employment discrimination is unlawful (Cheeseman, 2010). Pat has not made any employment discriminations complaints. Pat has also acknowledged signing a statement of employment at-will so he should be aware that he can be let go anytime for no reason. Pat can still establish
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February 16, 2014 Ethics Issue One of the major ethical issues that businesses face today is discrimination. There is a broad spectrum on discrimination in the workplace. The topic that I chose to discuss is gender discrimination. Although there are laws that are in place to protect women from gender-based discrimination in the workplace it still happens. Women often have to hide their pregnancy in fear of not being considered for a promotion or being demoted from the position that they currently
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Battling Discrimination at Work Discrimination at work is unfair. The reason why is because everybody is a human being and everyone should be treated equal. Companies don’t always get the best workers because they tend to pick what they think will work, when in reality if they took the time to study them they would realize how the person works and or who they really are. First of all everyone should be treated equal because everyone is the same, some people might be short, others tall, some skinny
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the organization. Every business wants to have diversity without discrimination. Unfortunately, discrimination still exists in the workplace. “Discrimination occurs whenever something other than qualifications affects how an employee will be treated (L. Trevino & K. Nelson, K., 2007, p. 69).” Age, race, ethnicity, gender, sexual preference, religious belief and any other factor that does not fit with societal norms. Discrimination is not only prevalent in hiring, but also in terminations and layoffs
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which prohibits discrimination in pay between men and women performing the same job in the same organization. Title VII of the Civil Rights Act of 1964 prohibits employers from basing employment decisions on a person’s race, color, religion, sex, or national origin. It has amended or interpreted to prohibit discrimination based on pregnancy and sexual harassment. Most recently, it has been amended by the Civil Rights Act of 1991, which places the burden of proof in a discrimination case squarely on
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UNION SENIORITY SYSTEMS Introduction Seniority systems have played a major role in the everyday aspect of American and International labor relations. And in enacting Title VII of the Civil Rights Act of 1964, Congress provided a special exemption for seniority systems. Seniority systems popularity the work places makes the interpretation of the seniority exemption very important to both those who support seniority systems, Labor Unions, and those who support the broadest possible application
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