Question 1 - INCORRECT Which statement is true about screening for domestic abuse? Your Answer: Healthcare providers should screen for abuse only if the patient has physical injuries. Healthcare providers should routinely ask patients about abuse. Rationale:Healthcare providers should routinely ask direct questions about domestic abuse. Depending on facility policy, routine inquiry may include all adult and adolescent patients, or female adolescents and adults only. Question 2 - Correct
Words: 645 - Pages: 3
only six month’s salary. Rikards-Hayley has been deemed to have been engaged in an unlawful employment practice by not providing Ms. Bennett the same benefits as it has to its male employees. (B) Client believes she was a victim of Sexual Harassment under Title VII. During the approximate last five months of her employment, after being denied the promotion, Ms. Bennett states that her supervisor Darren Blackwood told her that she
Words: 420 - Pages: 2
Inc v Ellerth 524 U.S. 742 (1998) Court Rendering Final Decision: U.S. Supreme Court Identification of Parties and Procedural Details: Kimberly Ellerth (plaintiff) sued Burlington Industries, Inc (defendant) stating that sexual harassment was the cause of her forced discharge. The District Court determined that Mr. Slowik’s behavior created a hostile environment. The courts also found that Burlington Industries did not know and isn’t expected to know about the hostile working
Words: 536 - Pages: 3
department follow to apply affirmative action programs? Affirmative action is defined as the act to “recruit and give preference to minority group members in employment decisions” (DeCenzo &Robbins, 2007, 61). This law was put in motion by Title VII in the 1970’s and is still relevant today. In simple terms affirmative action is a way that a company must prove that they do not discriminate. Steps necessary to ensure this practice start with the HRM department, in order to make sure that they
Words: 413 - Pages: 2
Legal Risk and Opportunity in Employment Tester Pester LAW/531 November 7, 2010 Lame Duck Abstract This paper analyzes the legal principles and remedies behind the three scenarios described in the simulation. Legal Risk and Opportunity in Employment Legal Encounter One NewCorp hired Pat Grey as a property manager. NewCorp fired Pat after three months. Pat thinks it is not related to performance but other outside issues. NewCorp maintains that it is not working out with Pat, so he is
Words: 1024 - Pages: 5
NewCorp Scenarios Legal Brief LAW 531 April 16, 2012 NewCorp Scenarios Legal Brief Question 1: What liabilities and rights do NewCorp and Pat have in this situation? What legal principles, such as statutory or case law, support those liabilities and rights? Answer: State of Vermont is an “at-will” employment state. The definition of “at-will” means the employer or employee can terminate the contract at any time without liability to other party. This gives NewCorp the right to fire, hire
Words: 1288 - Pages: 6
NewCorp Legal Scenarios Employment laws and regulation are created to protect the rights of employers and employees. The relation between employer and employee creates a variety risks that affects both parties. Businesses have to analyze the consequences of dismissing an employee, and take the appropriate measures to prevent legal issues; however, some agents are not aware of employment regulations and make decisions that violate the rights of employees, which create big risks for the organization
Words: 1010 - Pages: 5
shifts Monday through Friday, to four consecutive 12 hour shifts Monday through Sunday with four days at work and then four days off. However the days can occur any day of the week. However, one employee has taken the steps to file a claim under Title VII of the Civil Rights Act of 1964, constructive discharge. The constructive discharge claim, is that the company created a discriminatory work environment that essentially forced the employee to seek termination. Legally, Constructive Discharge is
Words: 2966 - Pages: 12
needs of the various regions. Emergency management services face several challenges. Amongst these challenges are legal constraints. In Iowa, several laws affect emergency services regarding sexual harassment, pregnancy discrimination, and religious accommodation. Sexual harassment can be categorized under sexual discrimination. It is defined as different treatment of a person as a result of the individual’s sex. This form of discrimination normally affects women most. In Iowa, The Iowa Civil Rights
Words: 1303 - Pages: 6
Personnel Rights, Diversity, Sexual Harassment, and Affirmative Action Hilda Vazquez 12/9/12 PAD 530 Dr. Marion Lee Abstract There are several key elements in the composition of a successful business, and more so of a successful country. Being aware of unfair behavior toward a group of people or person's unfortunately lives within our nation today. Personnel rights are extremely important, and sacred as an employee of public administration as they still have the rights
Words: 1368 - Pages: 6
