Chapter 23 Employment and Immigration Law • EMPLOYMENT AT WILL Either party may terminate the employment relationship at any time and for any reason (unless doing so would violate provisions of an employment contract) o Exceptions: Contract theory- implied employment contract Tort theory- emotional distress, defamation Public policy- whistleblowing o Wrongful discharge- violation of an employment contract/statute protecting employees • WAGE/HOUR LAWS Fair labor standards act- minimum
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Working Paper Series No. 59 Sexual harassment in the workplace: a literature review Carrie Hunt, Marilyn Davidson, Sandra Fielden and Helge Hoel Manchester Business School, University of Manchester Sexual harassment in the workplace: A literature review Carrie Hunt, Marilyn Davidson, Sandra Fielden and Helge Hoel The Centre for Equality and Diversity at Work Manchester Business School, University of Manchester 2 © Equal Opportunities Commission 2007 First published Summer 2007
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Project completed individually by members of team B during week three of ETH/316. Each team member has provided a review of there findings. Stephen Stephen completed the ethics game simulation’s two scenarios. The first scenario had to do with sexual harassment and the second scenario had to do with falsified data for a potential product. Both scenarios seemed simple on the surface, but once further research was conducted the answers to each scenario became a little more difficult. The scenarios
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with Title IX. B.Cutting two men's and two women's teams violates Title IX because of the underrepresentation of female athletes. C.Cutting two men's and two women's teams is justified because Brown University loses money on its athletic program. D.a and b Question 2 of 30 2.5/ 2.5 Points Can a school be liable for quid pro quo sexual harassment if the following occurs?: The athletic director tells a student that in return for staying on the team, that student must submit to sexual advances
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Working Paper Series No. 59 Sexual harassment in the workplace: a literature review Carrie Hunt, Marilyn Davidson, Sandra Fielden and Helge Hoel Manchester Business School, University of Manchester Sexual harassment in the workplace: A literature review Carrie Hunt, Marilyn Davidson, Sandra Fielden and Helge Hoel The Centre for Equality and Diversity at Work Manchester Business School, University of Manchester 2 © Equal Opportunities Commission 2007 First published Summer
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To: Human Resources Manager From: Assistant Manager Human Resources Date: 11/7/11 Re: Response to Memo received on 11/6/2011 Message: Message 1 – Discharges at the Anderson Cost Club The question to be addressed: if the GM (General Manager) can discharge employees without cause. Mr. Smith, GM – since the store is currently facing financial and economic hardship during this recession, there aren’t any repercussions from Federal or State Law. You terminated the employees under tenuous
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A Code of Ethics DB Management Consultants is in business to serve non-profit clients with excellent management consulting skills and expertise that are essential for pursuing our client's goals. Our honesty and service is what we are all about and honest ethical behavior is our main priority. At DB Management Consultants we expect all of our employees, managers to behave ethically to company standards. If company ethical standards are violated than the employee can face disciplinary action and
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1) The concept of flexibility in the law is best illustrated by: 2) The school of jurisprudence that believes that free market forces should determine the outcome to lawsuits is: 3) Which of the following is true about litigating commercial disputes? 4) A ___________ is a court appointed party who conducts a private trial and renders a judgement. 5) ________ is a form of alternative dispute resolution that is often used when the parties involved do not want to face one another. 6)
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Nondiscrimination Statement Ethics Policy Office of the Inspector General - Hot Line Whistleblower Protection Policy Health and Safety Policy Attendance Policy Drug, Alcohol and Tobacco-Free Workplace Policy Workplace Violence Prevention Policy Sexual Harassment Policy Confidentiality and Non-Retaliation Child Abuse Reporting Policy Fingerprint Policy …………………………………………..14 …………………………………………..14 …………………………………………..15 …………………………………………..16 …………………………………………..16 …………………………………………..16 …………………………………………..16 …………………………………………
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A White Paper from the Society for Human Resource Management BULLIES IN THE WORKPLACE: A FOCUS ON THE “ABUSIVE DISRESPECT” OF EMPLOYEES By Teresa A. Daniel “Bullying is the sexual harassment of 20 years ago; everybody knows about it, but nobody wants to admit it”. —Lewis Maltby (Russell, 2001) The purpose of this paper is to review the current research and literature about workplace bullying, to provide information about how organizations can learn to more quickly identify bullies and
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