NewCorp legal issues NewCorp does not have an in-house legal counsel and utilizes Team B staff members to serve as associate legal counsel. Primary responsibilities include advising and recommending courses of action to management covering a range of legal encounter scenarios. Team B members analyze each scenario and provide management with associated legal principles, potential liability concerns, and courses of action. During the past week the Team has received three scenarios and management
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The legal definition of sexual harassment is unwelcome sexual advances, requests for sexual favors and other verbal or physical contact (Noe, 2011). There are different types of sexual harassment so it is important that teenagers are aware of these. Some include sexual bribery, sexual coercion and sexual advances. The Equal employment opportunity commission (EEOC) has developed a web site that can help teens understand their rights, give examples of sexual harassment and even have a link to help
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Workplace Vulgar Language as a form of Sexual Harassment ETH 321/Ethical and Legal Topics in Business Lisa Pollock Valentine Castillo September 14, 2015 Workplace Vulgar Language as a form of Sexual Harassment The possible defenses in the case could be that the words that were being used in C.H. Robinson which were considered vulgar were just non-specified gender words which are general vulgarities words commonly used in various workplaces. One can speak swear words like s…t and f…k which
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common offenders of sexism is the American workplace. The Mad Men era of ass grabbing and over the top sexual harassment may be over, but sexism in the workplace is still very much alive. There is an enormous lack of females in high-level management positions, a wage gap that shows women make less then men in comparable jobs, and women are more often then not subjected to more cases of sexual harassment. In a country that prides itself for its belief that everyone is equal, the facts about sexism tell
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the oldest and significant employment laws is the “Fair Labor Standards Act” established in 1938 to set the minimum wage and overtime pay. Another monumental employment law is the Title VII of “The Civil Rights Acts of 1964” that has resulted after a long and passionate strife for equality by Americans. The Title VII of this law deals to tackle employment discrimination on the basis of race, color, national origin, sex, religion, and retaliation. In the year 1967, another law called “The Age Discrimination
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Introduction The topic of this paper deals with the selection and managing of employees as it relates to discrimination and sexual harassment. Discrimination and sexual harassment are two very hot topics that are indicative of bias in the hiring process and an environment of hostility and offensiveness in the workplace. It is unlawful to discriminate against an applicant and with anti-discrimination legislation in place; the employment recruitment and selection can only be based on the potential
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likely to be problems or even a lawsuit. There are different state and federal laws that will apply for each case of hostile work environment. The hostile workplace laws fall under the following federal laws: * The Civil Rights act of 1964 Title VII * Equal Pay Act of 1963, Age Discrimination in Employment Act of 1967 * Rehabilitation Act of 1973 * Civil Rights Act of 1991. * The Michigan law is The Elliot-Larsen Civil Rights act of 1976 (ELCRA) A hostile work environment
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Sexual harassment is a matter that all organizations should take seriously. It is not an issue that should be swept under the rug as thought it has not taken place. The issue of sexual harassment should be addressed immediately with violators being disciplined immediately. In the matter of sexual harassment the victim as well as the harasser can be male or female, of the same race, and of the same sex. When offensive remarks about a person’s sex are present or incidents that create a hostile
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and productive work ethics that will lead to future profit, lesser loss runs (accidents), and generate a safe workplace environment. Nonetheless, conflict develop between personalities, especially when inappropriate behaviors reminiscent of sexual harassment, gender, sex, and color discrimination develops and/or is present in the workplace. Human Resources personnel have a huge responsibility to address the legal issues as soon as they occur. HR should eliminate any type or forms of discrimination
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Employment-At-Will Doctrine Student: Professor: Sliben Dorothy LEG500: Law, Ethics & Corp. Governance Describe what steps you would take to address the following scenario involving skills, competence, and abilities: see appendix A The steps I would take to address the following scenario involving skills, competence, and abilities are: Arranging/scheduling a separate meeting with the supervisor and the employee. Motivate both the supervisor and employee to be effective members of
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